Yamaha Receives Top Rating at the D&I AWARD 2025
Certified as ‘Best Workplace’ for the Fourth Consecutive Year

Hamamatsu, Japan ― Yamaha Corporation announces that it has received the highest rating, “Best Workplace,” for the fourth consecutive year at the D&I AWARD 2025, ^*1 Japan’s largest award recognizing companies committed to diversity and inclusion (D&I).

“The Yamaha Group views diversity in human resources as a source of new value creation. To fully make use of the rich individuality of a diverse workforce (Diversity), we believe it is essential to have as a foundation an organizational culture in which people can be themselves and are celebrated for it (Inclusion), together with environments and systems that support and encourage each individual’s success (Equity). We will continue to advance DE&I initiatives and aim to realize the well-being of people around the world,” said Taro Tokuhiro, executive officer and executive general manager of Operations Unit.

The Yamaha Group believes that equity, as a prerequisite for value creation, is important, and seeks to further strengthen, grow, and develop its corporate competitiveness and realize a sustainable society by respecting and valuing each individual’s uniqueness. The Yamaha Group has established the Yamaha Group DE&I Policy and is continually communicating the importance of diversity, equity, and inclusion, while working to put the necessary environment in place.

The following initiatives were among the key efforts evaluated in the D&I AWARD 2025.

To support a balance between childcare and work, the Yamaha Group has expanded its childcare support programs, including flexible reduced working hours for employees raising children and childcare leave systems that go beyond legal requirements. These initiatives aim to achieve a male childcare leave take-up rate of 85% or higher and to eliminate employees exceeding 60 hours of overtime per month or 540 hours per year. We also support the split use of postnatal paternity leave and promote systems designed to make it easier to combine this leave with birth support leave. In addition, we provide a Childcare Leave Planning Sheet to help employees and their families plan childcare leave together. To support the balance between caregiving and work, we continue to develop and expand our systems, including caregiving leave that exceeds legal requirements, as well as shortened workdays and reduced working hours that can be taken until caregiving responsibilities come to an end.

In addition, to accelerate women’s advancement and involvement in decision-making, we have established a Women’s Advancement Promotion Committee and are leading ongoing efforts to develop and cultivate women leaders. Furthermore, under strong top-level commitment, we are strengthening initiatives through actions such as joining the 30% Club^*2 Japan and signing the WEPs^*3.

In 2024, Yamaha Corporation introduced an Employee Resource Group (ERG) program to provide ongoing support for voluntary initiatives in which employees participate of their own free will and engage in activities driven by social purpose.

ERGs aim to foster an inclusive organizational culture through proactive learning and collaboration, enhance participating employees’ engagement and sense of fulfillment at work, and contribute to the Company’s sustainable growth and the enhancement of its medium- to long-term corporate value. In addition to recognizing gender-focused initiatives as ERGs, we launched new ERGs in 2025 focused on themes such as LGBTQ+, internal organizational development, and manufacturing, thereby supporting and encouraging voluntary employee activities.

• *1 D&I AWARD: A Japan-based award program that evaluates companies’ diversity and inclusion (D&I) initiatives using proprietary assessment criteria. Based on their scores, companies are certified in one of four categories: Beginner, Standard, Advanced, or Best Workplace.
• *2 30% Club: A global campaign founded in the UK in 2010 that aims to increase the proportion of women in key corporate decision-making bodies, including boards of directors, and is now active in more than 20 countries. 30% Club Japan is an initiative whose members are top corporate executives, working toward the goal of increasing the proportion of female directors among TOPIX 100 companies to 30% by 2030.
• *3 WEPs: Principles on women’s empowerment jointly developed in March 2010 by the United Nations Global Compact (UNGC) and UNIFEM (now UN Women). They are action-oriented principles that actively promote women’s empowerment and provide practical guidance for companies to review and analyze their current practices, standards, and behaviors.

Learn more about Yamaha Group Promotion of Diversity and Inclusion:
https://www.yamaha.com/en/sustainability/social/diversity/