LIXIL makes pioneering water and housing products that solve everyday, real-life challenges, making better homes a reality for everyone, everywhere.
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Diversity & Equal Opportunity
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Progress in FYE2026 (as of March 31, 2026)
- Percentage of female managers
- 17.0%
Our Approach
LIXIL provides innovative products and services that meet diverse needs, all in pursuit of our Purpose to “make better homes a reality for everyone, everywhere.” With a strong focus on “Inclusive for All,” we are building a welcoming corporate culture where every employee can reach their full potential. At LIXIL, we strive to create a supportive environment, where everyone is respected, empowered to take on challenges, and fairly recognized for their contributions. We believe this foundation fosters innovation, helps solve social issues, and drives sustainable growth.
To achieve this, we have set goals to establish a culture of inclusion and achieve gender equity throughout the company by FYE2030, and we are promoting measures aligned with our Diversity & Inclusion (D&I) Strategy.
Fostering an Inclusive Culture
To achieve our goal of embedding an inclusive culture, we added inclusion as a key metric to our LIXIL Voice employee feedback survey, using the results to visualize progress and implement necessary measures.
Results of the LIXIL Voice employee feedback survey >
D&I Workshops for Managers
We launched a dashboard for senior managers that visualizes metrics such as LIXIL Voice inclusion scores and internally defined targets for the ratio of female managers. This dashboard enables us to monitor the impact of D&I initiatives and take appropriate actions based on these insights. We also published our own Leader’s Guide to Advancing D&I at LIXIL, which shares more practical case studies. This guide was designed to promote effective D&I and was developed based on external studies as well as internal case studies and feedback.
Workshops on using the guide have been held globally, with 98% of total managers having completed their participation to date. In FYE2026, D&I workshops remained mandatory for newly appointed and hired managers, achieving a 100% participation rate in Japan. Participants gathered from various departments, and senior managers who are members of the D&I Council facilitated the workshops, sharing their experiences, what they value as leaders, and what they are mindful of. Furthermore, through case-study discussions, we provided a valuable opportunity to learn from different perspectives. The participants learned about the importance of D&I and how to apply it in practice through these workshops and are putting their learnings into practice in their daily work.
Leader’s Guide to Advancing D&I at LIXIL
Employee Resource Groups
At LIXIL, we established Employee Resource Groups (ERGs) in 2021, where employees voluntarily connect and take action based on shared interests, experiences, and values. These employee-led initiatives foster an inclusive workplace where everyone can work comfortably. Our current ERGs focus on the following five key themes:
- MULTI-CULTURAL (supporting diversity and multi-cultural communities)
- ABILITY (creating a workplace where people with disabilities can perform to their full potential)
- BETTER TOGETHER (working towards gender equality)
- WORKING PARENTS & CAREGIVERS (supporting working parents and caregivers)
- LGBTQ+ (creating a safe and supportive workplace for LGBTQ+ employees)
All employees* can participate in these activities, learning from diverse perspectives and engaging in cross-regional collaboration. Furthermore, an executive officer is assigned to each group to serve as an executive sponsor, ensuring that ERG activities closely align with the company’s overall policies, such as its Global People Strategy. Furthermore, the employee feedback gathered there has led to improvements in our systems, products, and services, thereby accelerating our efforts to realize an inclusive workplace and society.
* Including part-time employees
The five ERGs
ERG activities are led by steering members for each region and theme. Information and event announcements related to the theme are actively shared on our internal social media, and employees can freely join all groups in all regions. Starting in FYE2026, we introduced an “Awareness Month” for each of the five ERG themes. Each month, we held events corresponding to the assigned theme and engaged in activities to strengthen collaboration with frontline sites and business divisions.
Awareness Months and Activity Examples for Each Theme:
- (June) LGBTQ+: Internal stamp rally to promote understanding
- (November) WORKING PARENTS & CAREGIVERS: Lunch gathering based on a preliminary questionnaire regarding childcare and nursing care
- (December) ABILITY: Episode talk session by the employees involved (employees with disabilities)
- (February) MULTI-CULTURAL: Session to learn about Latin American cuisine
- (March) BETTER TOGETHER: Original survey results sharing session and original case study experience session
The feedback received from these ERG activities is also reflected in our product and service development. At the LIXIL Online Showroom, we have begun offering a speech-to-text service via an app powered by AI voice recognition, creating an environment where people with hearing difficulties can use our services and expanding its impact beyond the company. Furthermore, in May 2026, we participated in Nagoya Rainbow Pride. This event highlights and celebrates the diversity of all individuals, with a focus on the LGBTQ+ community. Together with stakeholders, such as customers and local communities, we will contribute to building a society where people respect one another, and everyone can thrive.
Virtual background for Awareness Month
Session to learn about Latin American cuisine
Learn more about our Online Showroom speech-to-text service (Japanese only, opens new window) >
Empowering Women
LIXIL is strongly committed to achieving gender equity across the company by 2030. We have set clear targets and introduced concrete measures to increase the representation of women in management positions across all corporate functions and business divisions, and at all job grades.
Our People and Organizational Development (POD) review process is critical to this commitment, as it incorporates a D&I lens into succession planning for key roles. In FYE2026, we conducted 26 POD sessions, with female talent representing 39% of the 196 high-potential individuals identified company-wide (an increase of 8% from the previous year).
Learn more about our Key Metrics: Targets and Progress >
Learn more about Talent Development: Identifying and Developing High-Potential Talent >
Number and Composition Ratio of Female Managers
As a direct follow-up to our POD process to develop female talent, strengthen the talent pipeline, and achieve our 2030 D&I targets, LIXIL is implementing the following two career development programs for selected female talent.
Female Talent Outreach Program
This program aims to strengthen the talent pipeline by increasing visibility, promoting engagement, and building networks for female talent. Targeting leaders with proven records of accomplishment and potential identified through POD, this program provides systematic support by combining opportunities for direct engagement with top management, assessments, and mentoring. The program consists of three phases. In Phase 1, we deepen top management’s understanding of female talent through face-to-face sessions where they mutually share career aspirations. In Phase 2, assessments clarify individual areas for growth, and an Individual Development Plan (IDP) is formulated. In Phase 3, participants proactively match themselves with mentors—internal leaders across division boundaries—who align with their career aspirations and goals, and their growth is supported through regular sessions held over six months. We have confirmed the program’s effectiveness, with participants reporting that high-quality advice —offering fresh perspectives distinct from their managers'—significantly aided their career development and business execution. In FYE2026, 29 female employees in Japan completed up to Phase 3, and overseas, 50 female employees completed up to Phase 2 and transitioned to Phase 3.
Female Career Advancement Program
This program aims to help female talent proactively consider their careers and prepare for leadership roles. Targeting mid-level female employees in Japan, it supports them in building their leadership brand and confidence before becoming managers. The program spans approximately six months and includes self-awareness, external training, understanding communication styles, career development through dialogue with managers, and networking. In FYE2026, 20 employees participated, and the program contributed to a mindset shift, with participants moving from a hesitant “Am I the right person?” to an empowered “I am the one who can do it.” Program graduates are being promoted sequentially to management positions, demonstrating its clear effectiveness in talent development and strengthening the pipeline.
We are also working to develop female talent through NEXT, a selective next-generation leadership development program designed to encourage employee growth.
Learn more about NEXT Programs: Developing Next Generation Leaders >
The Female Career Advancement Program in action
In Japan, LIXIL has formulated a General Employer Action Plan in accordance with Japan’s Act on the Promotion of Women’s Participation and Advancement in the Workplace. This plan involves promoting recruitment, building work environments that empower women, and reforming human resources systems to ensure equal opportunities and equitable treatment for men and women.
General Employer Action Plan (Japanese only, opens new window) PDF: 301KB >
Japan’s Ministry of Health, Labour and Welfare: Database of Companies Promoting Women’s Participation and Advancement in the Workplace (Japanese only, opens new window) >
Learn more about reforming our human resources systems >
“Eruboshi” certification mark for excellence in promoting women's advancement
Regarding recruitment, LIXIL continues to set an annual goal to achieve gender parity in new graduate recruitment through 2030, maintaining an equal ratio of men and women. To secure the next generation of female talent, we are taking diverse approaches to build a strong pipeline and enhance our employer brand, including hosting events and seminars for female students and distributing articles and videos that showcase the impactful contributions of our female employees.
Ratio of female new graduate recruitment
Since FYE2025, we have held external networking events to connect working women and students. These events feature inspiring career presentations from female executives, dynamic panel discussions with female employees, and opportunities for direct interactions with participants, effectively and broadly showcasing LIXIL's attractiveness to diverse talent. In FYE2026, we have further expanded our efforts to include showroom tours, interactions with female employees for junior high and high school female students, and seminars for science and engineering students, thereby broadening our outreach to the talent who will support our future strategies.
External networking event for women
Creating an Inclusive Workplace for Employees with Disabilities
LIXIL fosters an environment where employees with disabilities can better perform and enjoy their work by tailoring jobs to suit each individual’s skills across a wide range of areas, including R&D, production, sales administration, and corporate planning. As of April 1, 2026, LIXIL Corporation employed 374 individuals* with disabilities in Japan, constituting 2.74% of the total workforce and exceeding the statutory employment rate of 2.70% revised in July 2026.
In 2014, we established the LIXIL NIJI Center, a specialized employment support center for people with disabilities. The center provides work support, job aptitude assessments, and skills development programs; it also pilots various initiatives to help employees with and without disabilities work together effectively. The center is designed to be barrier-free, offering features such as screen magnification software for visually impaired employees and height-adjustable desks for wheelchair users.
We are also implementing similar efforts at our other domestic locations. For example, to support employees with hearing impairments, we have added sign language interpretation to training sessions and subtitles to videos. Moreover, we have made adjustments to work tasks and improved the workplace environment to suit individual needs. For individuals who experience anxiety, we use systems that make work more visible and structured, while for those who are sensitive to their surroundings, we create flexible work areas by leaving the space in front of their desks open.
By sharing these initiatives with other companies and government agencies, LIXIL aims to contribute to building a society where people with disabilities can play an active role.
* The number of employees with disabilities listed in the LIXIL ESG Databook may differ, as it is calculated based on the Japanese Ministry of Health, Labour, and Welfare’s disability employment rate system.
Respecting Sexuality and Gender Diversity
At LIXIL, we are committed to creating a truly inclusive and welcoming workplace for our LGBTQ+ employees.
In Japan, we ensure that employees with same-sex partners receive congratulatory or condolence leave and financial payments on the same basis as those with married spouses. We also make accommodations for health checks and include doctor visits for hormone therapy for transgender employees as a valid reason to take “Self-Care Leave.” When policy changes occur, we launch LGBTQ+ learning resources for all employees to deepen their understanding.
In FYE2026, from a D&I perspective, we revamped employee uniforms across factories, logistics, and R&D in Japan—marking the first introduction of a unisex design since LIXIL's inception. Furthermore, in May 2026, we sponsored Nagoya Rainbow Pride for the first time by exhibiting a corporate booth and participating in the parade. This event visualizes and celebrates the diversity of all individuals, with a focus on the LGBTQ+ community. The booth highlighted the importance of LIXIL’s concept of “Inclusive for All” using LIXIL’s public toilets*1 as a case study. Public toilets in Japan are generally gender-segregated, which can create challenges not only for gender minorities, such as transgender and nonbinary individuals, but also for people requiring assistance or accompaniment by someone of a different gender or parents accompanying a child of different genders—making it a space where anyone might experience exclusion.
Panel displays in the booth introduced the current reality of public toilets, which often lack consideration for all users, as well as the “Spacious Gender-Neutral Toilets” and “Inclusive Toilets*2” proposed by LIXIL to enable more people to use them comfortably and with peace of mind. By highlighting the reality of gender-segregated toilets—where anyone might face difficulties—the booth offered visitors a valuable opportunity to learn the importance of a perspective that ensures safe and comfortable use for everyone, thereby deepening the understanding of diversity.
*1 Toilets used by the general public in places such as stations, commercial facilities, parks, schools, and offices.
*2 A new concept of toilets designed for diverse needs and all-gender use, based on the concept of “choose the stall that best suits you.”
The parade in action
Uniform Renewal Project (Japanese only) >
LIXIL, championing "Inclusive for All," sponsors Nagoya Rainbow Pride 2026 for the first time (Japanese only) >
Promoting Inclusive Public Toilets >
Promoting Flexible and Diverse Working Styles
We are continually improving our systems and work environments to promote diverse working styles, enabling employees to flexibly choose where and when they work and empowering them to build their own careers. We also focus on work practices that efficiently lead to high-quality output, and strive to improve productivity by reducing long working hours and achieving a healthy work-life balance.
Major LIXIL Corporation Systems and Measures
| System/Measure | Eligible Employees | Overview |
|---|---|---|
| Remote work system*1 | Permanent, part-time, and contract employees | Enables employees to work free from location and time constraints by establishing "commuter employee" and "work-from-home employee" categories based on the frequency of their office visits. Furthermore, supports more flexible working styles by introducing a "work-from-home (full remote)" option*1, which allows employees to work from home while living outside the commuting area with the company’s approval, helping them balance work with life events and continuously build their careers. |
| Flexible work system | Permanent employees at the head office, function management offices, sales, and indirect factory divisions | Enables employees to decide when they start and finish their workday between 5 am and 10 pm according to individual needs. *No compulsory core hours |
| Touchdown office space | Permanent, part-time, and contract employees | Facilitates the temporary use of external shared office services to reduce time lost when changing locations and improve work efficiency when out of the office or on a business trip. |
| Side job system | Permanent employees and contract employees (excluding employees on temporary leave or employees working shorter hours)*2 | The following two systems support flexible working and employment and encourage employees to build their own careers.
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| Post-65 Reemployment System | Permanent employees | A reemployment system for employees aged 65 to 70 that supports diverse working styles for senior employees by providing an environment where they can utilize their accumulated experience and skills, offering options such as working three or four days a week or shorter working hours. |
*1 Applicable only to permanent employees in principle
*2 Includes contract and part-time employees
Supporting a Healthy Work-Life Balance
We are striving to expand systems and create a corporate culture that supports a healthy balance between work, childcare, nursing care, medical care, and other commitments, so that employees can continue to reach their full potential at various stages of their lives.
LIXIL Corporation is actively working toward a 100%* paternity leave utilization rate for male employees. Our focused efforts from 2022 include proactive communication from HR, dedicated consultation services, and individualized outreach to male employees with newborns to inform them about the available parental programs. Consequently, the childcare leave utilization rate increased from 51% in FYE2020 to 86.9% in FYE2026. To further embed this cultural shift, we have started panel discussions and interviews with employees who have taken paternity leave, sharing their experiences across the company’s social media channels.
* Only for directly hired employees; it encompasses LIXIL Corporation’s Papa’s Childcare Leave (Spouse Birth or Childcare Leave) program
LIXIL Corporation’s Major Programs
| Program | Eligible Employees | Eligible Period | Overview | |
|---|---|---|---|---|
| Childcare-Related Systems | Childcare Leave | Permanent, contract, and part-time employees | Until the child turns 3 years of age (unpaid) |
In addition to the statutory leave granted in Japan (until a child reaches the age of one or two in some cases). LIXIL Corporation has introduced the following initiatives that exceed the statutory requirements.
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| Shorter Working Hours Program | Until the child completes the sixth grade of elementary school | Allows employees to work fewer hours than the defined standard working hours as follows:
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| Adjustment Work Start and End Times | During pregnancy or until the child completes the sixth grade of elementary school | Work start and end times can be adjusted by 30 minutes or 1 hour for pregnancy or childcare reasons. | ||
| Short-Term Childcare Leave | 10 days a year (paid) |
Employees with preschool-aged children can take leave for various reasons, such as caring for a sick or injured child, vaccinations, medical checkups, school closures due to infectious diseases, and attending their child’s preschool/kindergarten or elementary school entrance and graduation ceremonies. | ||
| Papa’s Childcare Leave (Spouse Birth or Childcare Leave) | 10 days (paid) |
Male employees can take this leave until the child reaches one year of age. | ||
| Child Allowance | Permanent employees | ― | Provides JPY 12,000 per month per child for employees with children under 18. | |
| Support for Childcare Services and Related Expenses | Depends on the programs | ― |
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| Nursing Care-Related Programs | Nursing Care Leave | Permanent, contract, and part-time employees | 2 years in total (unpaid) |
In addition to the statutory leave granted in Japan (93 days), LIXIL Corporation has introduced the following initiatives that exceed the statutory requirements. A total of one year of leave can be taken per eligible family member (up to two years if the possible extension is included). |
| Short-term Family Care Leave | 10 days a year (paid) |
Can be taken to care for family members who require nursing care and similar services. | ||
| Shorter Working Hours Program | Up to 3 years from the start date | Allows employees to reduce their daily working hours by up to 2 hours below the defined standard. | ||
| Adjustment Work Start and End Times | 1 month or more, up to 3 years (Up to 3 years within the first 3 years from the start date) | Allows adjustment of work start and end times by 30 minutes or 1 hour to accommodate caring for a family member who requires nursing care. | ||
| Leave Support Allowance | ― | Provides a leave support allowance equivalent to the social insurance premiums paid during Nursing Care Leave, as a unique initiative of LIXIL Corporation that exceeds statutory requirements. | ||
| Various Leave Programs | Annual Paid Leave | Up to 20 days a year (paid) |
Granted, based on years of service and the previous year’s attendance rate. Can be taken in one-day, half-day, or hourly increments. | |
| Relaxation Leave | Up to 5 days (paid) |
To promote the use of paid leave, all eligible employees are encouraged to use up to 5 consecutive days for relaxation, personal development, or time with family. | ||
| Memorial Leave | Up to 2 days (paid) |
To promote the use of paid leave, all eligible employees are encouraged to use up to 2 consecutive days for special personal anniversaries or important family events. | ||
| Self-Care Leave | Up to 12 days a year (paid) |
Can be taken for reasons related to menstruation, pregnancy-related health issues, fertility treatments, perimenopausal and menopausal symptoms and treatment, follow-up hospital visits due to the results of health checkups conducted by the company (including comprehensive medical examinations), and hormone therapy in transgender physical treatment. | ||
| Leave of Absence for Fertility Treatment | Permanent employees | Up to 18 months (unpaid) |
Designed to support diverse life choices, ensure a healthy work-life balance, and achieve D&I. The period of permitted leave under this program depends on the length of service. | |
| Other Programs | Career Return Program | Permanent employees | ― | Allows employees under 65 years of age to return to work if they were employed for 3 years or more before retiring for 1 of the following reasons:
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| Shorter Working Hours Program | Permanent, contract, and part-time employees | Number of days deemed necessary by the company | Allows employees to work fewer hours than the standard working day in any of the following cases, or with the company’s approval.
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*Permanent and contract employees of LIXIL Corporation and its subsidiaries
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