Promotion of Diversity and Inclusion

  1. Policy for Promoting Diversity
  2. Assisting Women’s Careers
  3. Promoting Employment and Advancement of Foreign Employees
  4. Establishing Employment Extension and Rehiring Programs
  5. Promoting Employment of People with Disabilities

The Yamaha Group believes that human resources diversity is a well-spring for new value generation. In its hiring and employment practices, the Group strives to provide employment opportunities to a diverse group of people, while leveraging the diversity of employees to increase corporate competitiveness.

Yamaha Group
Promotion of Diversity Management
Action Plan activity policy

Through the promotion of diversity management, the Yamaha Group respects and leverages the diversity of its employees (age, gender, nationality, various lifestyles that involve time constraints due to childcare or nursing care, etc.) in order to further strengthen its corporate competitiveness, grow, and develop further

As part of its diversity management, the Yamaha Group strives to promote a workplace environment in which women can excel, while the Group creates systems to make this a reality.

Initiatives to Date

FY2005: Yamaha Corporation launches the Positive Action Project
FY2006: Yamaha Corporation establishes a dedicated role for the project within the Human Resources Division
FY2014: Yamaha announces the Positive Action Declaration of the Ministry of Health, Labor and Welfare
FY2015: Shizuoka Prefecture’s (renewed) campaign for "Creating a Society for Gender Equality"
March 2016: formulated an action plan based on the Act on the Promotion of Women’s Participation and Advancement in the Workplace

Yamaha Corporation Action Plan (formulated March 2016)
Item Details
1. Planning term Three years: April 1, 2016 - March 31, 2019
2. Yamaha’s issues Issue 1:
The work-life balance support system has been streamlined, and now there is almost no difference in the number of continuous years of employment for men and women. However, as the ratio of women in management roles is still low, greater initiatives for improvement in this aspect are required.
Issue 2:
We are implementing initiatives to increase opportunities for women to participate in training courses, etc. However, the process for systematically preparing women for mid-level management is still inadequate.
3. Goal Women in management roles ratio of 7% or higher
4. Contents of Initiatives and Implementation Period Initiative 1: Increase the number of women hired as technical experts
(from April 2016)
  • Publish Yamaha initiatives for assisting women with work-life balance support, etc. on the company’s career website.
  • To appeal the image of having a career after entering the company to female university students, provide the opportunity for women working in the company to introduce job content.
  • Increase the opportunity for communications between women taking science courses and women working as technical experts in the company.
Initiative 2: Implement selected programs for training personnel
(from April 2016)
  • Continuously introduce various examples of role models and career paths via the Intranet.
  • Create an environment where women can personally discuss career plans with supervisors and expand their career scope through training courses, etc.
  • Encourage women to participate in business leadership training courses, etc.
Initiative 3: Focus on reducing total annual working hours and lowering the number of employees work long hours
(from April 2016)
  • Enforce continuous "Go Home at the Same Time Day."
  • Promote employees to use paid holidays of special promotion holiday system.
  • Implement training courses, etc. to improve line supervisor awareness.
Major Measures
Goal Measure
Proactive hiring of female employees Increase the ratio of female new graduate hires
Hiring activities that include information about the active roles played by female employees
Active promotion and expansion of opportunities to develop the abilities of female employees Setting a 3-year target (by fiscal 2019) for increasing the promotion of women for managerial positions
7% or higher for Yamaha Group and 17% or higher for the Group
Enhancing various education and training programs
Implementing selective training programs
Creating comfortable environments for women Responding to the Equal Employment Opportunity Act, the Child Care and Family Care Leave Act, the Act on Advancement of Measures to Support Raising Next-Generation Children, and the Act on Promotion of Women’s Participation and Advancement in the Workplace
Creating, promoting, updating work-life balance support programs
Preparing to adopt a work-from-home system
Changing workplace awareness and fostering a corporate culture Conducting educational activities (training, seminars, providing information through Intranet websites, etc.)
[ image ] An Intranet website disseminating information on diversity and work-life balance
An Intranet website disseminating information on diversity and work-life balance

Major results and achievements

  • Nearly an equal average number of years of continuous employment for male and female employees
  • Nearly 100% proportion of women taking maternity/childcare leave and returning to work after maternity leave/childcare leave
  • Awarded the fiscal 2006 "Family Friendly Company Award" from the Ministry of Health, Labor and Welfare
  • Based on the Act for Measures to Support the Development of the Next Generation, acquired the "Kurumin" mark (2008, 2014) and the "Platinum Kurumin" mark (2016)

Principal Indicators Related to the Active Role of Female Employees

Ratio of Female Employees (Yamaha Corporation)
[ graph ] Ratio of Female Employees (Yamaha Corporation)
  • *As of the end of March 2017
New University Graduate Employment Ratio (Yamaha Corporation)
[ graph ] New University Graduate Employment Ratio (Yamaha Corporation)
  • *As of April 1 2017
Female Workers: Number of Years of Continuous Employment (vs. Japan nationwide*1) (Yamaha Corporation*2)
[ graph ] Female Workers: Number of Years of Continuous Employment (vs. Japan nationwide<sup>*1</sup>) (Yamaha Corporation<sup>*2</sup>)
  • *1 Nationwide numbers excerpted from results of the 2015 Basic Survey on Wage Structure
  • *2 Statistics for Yamaha Corporation are as of the end of March 2017
Female Manager Ratio (Yamaha Corporation)*1
[ graph ] Female Manager Ratio (Yamaha Corporation)<sup>*1</sup>
  • *1 As of the end of March each year
  • *2 From fiscal 2017, hiring schedule changed from March 1 to April 1 of the following year. (Ratio of 5% if measured from April 1)

Annual trends for each data group are shown on the Social Data page.

Yamaha Corporation had 41 foreign employees working in the company as of March 1, 2017 (annual trends are shown on the Social Data page. In order to enhance the roles of diverse personnel regardless of nationality, we set a numerical target for hiring new graduates from foreign countries and provide information on our English website.

As a company that engages in businesses in countries around the world, the Yamaha Group appoints local personnel from each base to important posts within the Group. In April 2015, Yamaha Music Europe, our regional sales company in Europe, hired a German president for the first time. Additionally, we hired local presidents at five overseas companies that we welcomed into the Yamaha Group through acquisitions.

The Yamaha Group believes that enhancing employees' lives at work by ensuring employment opportunities that correspond to motivation and ability contributes to economic and social development. Under this philosophy, we have augmented our vacation and leave programs with employment extension and rehiring programs that flexibly accommodate employees' lifestyles.

Senior Partner System (started 2004)

A system at Yamaha Corporation that provides willing employees with the opportunity to continue working beyond age 60 (utilized by 212 employees as of March 31, 2017; annual trends are shown on the Social Data page).
Group companies have adopted similar measures and are striving to hire retired workers.

Re-employment System for Family Members Accompanying Expatriates

As part of its diversity management, the Yamaha Group promotes programs that flexibly accommodate employees' individual lifestyles. From fiscal 2009, Yamaha Corporation maintains a system to re-employ workers who left the company in order to accompany a spouse on an overseas assignment after returning to Japan. In fiscal 2017, the scope of this system that was limited to spouses of Yamaha corporation employees not working for the Yamaha Group are allowed to be re-employed within 5 years of their retirement.
Since the program started in fiscal 2009, a total of 21 employees have submitted applications before retiring. Of that number, 6 (as of March 31, 2017) have been rehired after returning to Japan.

Rehiring Program for Workers Committed to Nursing Care

In July 2016, Yamaha Corporation also introduced a system that allows an employee to be rehired if they retired to provide nursing care for a family member. In such cases, the valid re-employment period is within 5 years of said retirement.

Yamaha Corporation is promoting employment for people with disabilities as well as developing working conditions conducive to active participation for these employees. The Company strives to encourage independence for people with disabilities and to achieve a society of co-existence, which are the goals of Yamaha's hiring program in this area, while we are also increasing skills and spreading awareness within the Company.
As of March 1, 2017, 82 people with disabilities were employed at Yamaha Corporation, of which 38 were employed at Yamaha Ai Works. The employment rate has hovered above 2% since fiscal 2010, steadily remaining above standards set for April 2014 in the Act on Employment Promotion etc. of Persons with Disabilities.

Employment Rate of People with Disabilities*1,2
[ image ] Promoting Employment of People with Disabilities
  • *1 Scope of statistics: Yamaha Corporation, Yamaha Business Support Corporation, Yamaha Ai Works Co., Ltd.
  • *2 The employment rate uses a formula for the annual employment rate of person with disabilities in the Act for Promotion of Employment of Persons with Disabilities.

Special Subsidiary* Yamaha Ai Works Co., Ltd.

Established in 1989, Ai Works handles work tasks such as data processing, printing, filling/sealing envelopes, accounting, and benefit program-related tasks from Yamaha Group companies. Additionally, the company dedicates effort to activities for informing and educating others about employing persons with disabilities.

  • * Subsidiaries recognized under the Act for Eliminating Discrimination against Persons with Disabilities. Special subsidiaries must meet certain criteria in connection with the number and ratio of employees with disabilities. People with disabilities employed by such subsidiaries are counted as employees of the parent company when calculating its employment ratio.
[ image ] Visiting on-site at a special subsidiary
Visiting on-site at a special subsidiary
[ image ] Study session on employing persons with disabilities
Study session on employing persons with disabilities