- JTEKT TOP
- Sustainability
- Social Report
- Together with employees
- DE&I Promotion
Together with Employees -
DE&I Promotion
Our Approach to DE&I
We believe that enabling all of our diverse human resources to fulfill their potential is essential not only from an ethical standpoint, but also for ensuring sustainable corporate growth, driving innovation, and enhancing competitiveness. Based on this belief, we are actively promoting initiatives related to Diversity, Equity and Inclusion (hereafter referred to as DE&I).
We have established D&I policy and are committed to a workforce that is not only superficially diverse in terms of age, gender, and race, but also deeply diverse in terms of values, skills, experiences, cultures, sexual orientation, and gender identity.
To ensure that every employee has fair and equal opportunities, feels needed in the organization, and is able to maximize their abilities and characteristics, we actively promote DE&I and work to improve workplace environments and systems of work.
While our current initiatives are based on our "D&I Policy", we are in the process of revising the policy to formally adopt a "DE&I Policy". Although we have always been mindful of equity in our efforts, by explicitly incorporating "Equity" into the policy, we aim to more clearly demonstrate our commitment and further promote the creation of a fair and flexible workplace.
＜D&I Policy＞
- To realize the right person for the right job by creating a work environment that motivates diverse human resources and a system that allows them to work in the right way, and to manage them to maximize their abilities.
- To aim for corporate growth through the growth of each and every employee through their work.
Understanding Activities
We believe that it is essential for the practice of DE&I that each individual deepens his or her understanding of the purpose and meaning of DE&I promotion and raises his or her awareness of it, and we provide training and other programs to this end.
＜Example of activity＞
- DE&I training for new employees
- DE&I-related training for all employees
- Raising awareness through in-house newsletters, etc.
Initiatives to Promote the Advancement of Women
Since 2015, we have been focusing on career development for women. In 2024, we have set a target of 3.0% women in management positions by 2026, to continue creating a workplace where women can play an active role regardless of gender.
We have set a target of achieving a male childcare leave acquisition rate of over 65% in fiscal year 2026, and are working to create an environment and foster a workplace culture that makes it easier for men to take childcare leave.
Work-Life Balance Initiatives
We are expanding our systems so that employees who are balancing work with childcare or nursing care can also play an active role in the company.
Since 2019, we have obtained our Kurumin certification.
＜List of Support Systems for Balancing Work and Family Life＞
Initiatives for People with Disabilities
We work with special needs schools and other organizations to continuously employ people with disabilities.
We assign employees according to their individual characteristics and skills to create a workplace where everyone can play an active role, regardless of disability. We also conduct ongoing understanding activities through e-learning for all employees and internal newsletters.
In fiscal year 2023, we hired a visually impaired health keeper (in-house physiotherapist) and opened a massage room in the company for the purpose of health management and employment of people with disabilities.
For the visually impaired, we are working to create a comfortable working environment by installing Braille blocks and voice reading software, and for the hearing impaired, we have introduced software that displays conversations on a computer.
Health keeper giving a massage
LGBTQ+ Initiatives
We are promoting initiatives that allow everyone to work safely regardless of sexual orientation and gender identity (SOGI).
Ongoing understanding activities are conducted through e-learning for all employees and internal newsletters.
We have removed the gender field from application documents when hiring, conducted awareness-raising activities through training, established a SOGI consultation service, removed the gender field from application documents, and introduced internal nickname names, and we will continue to aim for a workplace environment where everyone can work safely.
＜Example of activity＞
- E-learning for all employees
- Remove the gender field from the application form when hiring.
- Establishment of SOGI Consultation Desk
- Introduction of in-house nicknames
- Adaptation to gender identity
Experienced Recruitment Initiatives
We are strengthening our hiring of experienced personnel with experience, knowledge, and skills cultivated at other companies.
Experienced hires are also active in their respective workplaces, and the percentage of management positions occupied by experienced workers was 16.7% in FY2023.
We will continue to create an environment in which human resources with diverse experiences can demonstrate their abilities based on fair evaluation.
Senior Activity Initiatives
Introduction of a job/role grade system
In April 2020, we have introduced a system to determine the grade and treatment of employees according to the duties they will be engaged in after being rehired, separating them from the positions and qualifications they held before mandatory retirement. Furthermore, since April 2024, we have also introduced a role grading system that ensures that employees※ who are assigned the same roles after retirement as they had during their working years and employees with extremely specialized skills are treated in a manner commensurate with their level of duties.
※ For those who were in key roles before mandatory retirement.
Introduction of employment system for employees over 65 years of age
Since April 2025, we have introduced a system that allows employees over 65 years of age who completed the reemployment system to be employed up to the age of 70. We will continue our efforts to create an environment in which employees can work with enthusiasm regardless of age.