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 an inclusive corporate culture where every employee can reach their full potential. We believe that an inclusive environment, where everyone is respected, empowered to take on challenges, and fairly recognized for their contributions, 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 are promoting measures in line with our Diversity & Inclusion (D&I) Strategy.

Learn more about our D&I Strategy and Governance >

Fostering an Inclusive Culture

To achieve our goal of embedding an inclusive culture, we added inclusion as a key metric in our LIXIL Voice employee feedback survey and are using the survey results to visualize the progress and implement necessary measures.

So far, we have conducted workshops and released e-learning on a global scale for all employees to deepen their understanding of D&I topics such as unconscious bias and psychological safety. We are now focusing on the following initiatives.

Results of the LIXIL Voice employee feedback survey >

D&I Program for Managers

We launched a dashboard for senior managers that visualizes metrics such as LIXIL Voice inclusion scores and the recent ratio of female managers to enable each function to monitor the impact of their D&I initiatives themselves and take appropriate actions based on these insights. We also published our own Leader’s Guide to Advancing D&I at LIXIL that shares more practical case studies. This guide, which was designed to promote effective D&I, was developed based on external studies and incorporates internal case studies and feedback.

Global Diversity Awareness Month

Employee Resource Groups (ERGs)

At LIXIL, we have established Employee Resource Groups (ERGs) to foster employee-led initiatives that drive the creation of an inclusive workplace. Our ERGs focus on 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), and LGBTQ+ (creating a safe and supportive workplace for LGBTQ+ employees). Regardless of their background or location, our employees learn from diverse perspectives, exchange different viewpoints, and engage in cross-regional collaboration through these groups.

An executive officer is assigned to each ERG to serve as an executive sponsor who ensures all ERG activities closely align with overall company policy and reflect the feedback received through these activities in our systems, products, and services, thereby accelerating our efforts to realize an inclusive workplace and society.

Learn more about testing new technology to help create comfortable workplaces for employees with hearing difficulties (Japanese only, opens new window) >
Learn more about our Online Showroom speech-to-text service (Japanese only, opens new window) >

ERG Activities

In Japan, we use a real-time subtitling system as part of our ERG activities. This innovative system provides instant captions of spoken words, enabling employees with hearing difficulties to fully participate in meetings. It also assists non-native Japanese speakers in understanding the language more easily.

The feedback we have received through these ERG activities is also being reflected in our product and service development. At the LIXIL Online Showroom, we have begun providing a speech-to-text service using an app powered by AI voice recognition, and are further expanding services for those who have difficulty hearing.

Empowering Women

LIXIL’s goal for new graduate recruitment is to achieve gender parity, maintaining an equal ratio of men and women. We proactively engage female students through targeted events, alongside articles and videos that showcase the impactful contributions of our female employees. These efforts are building a strong pipeline and enhancing our employer brand.
In May 2024, we held our first external networking event for working women and students. This event featured inspiring presentations from female executives detailing their career journeys, dynamic panel discussions with female employees, and direct interactions with participants, effectively broadening the appeal of LIXIL as an employer.

These targeted initiatives have led to a continuous rise in the inclusion score among female employees across LIXIL Corporation and its subsidiaries in Japan.

Creating an Inclusive Workplace for Employees with Disabilities

LIXIL seeks to create an environment in which employees with disabilities can better perform and enjoy their work by tailoring jobs to suit each individual’s skills in a wide range of areas, including R&D, production, sales administration, and planning management. As of June 1, 2025, LIXIL Corporation had 331 employees* with disabilities in Japan, constituting 2.49% of the total workforce.

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, with features like screen magnification software for visually impaired employees and height-adjustable desks for wheelchair users.

We are also strengthening these efforts at our other domestic locations. For example, to support employees with hearing impairments, we are adding sign language interpretation to training sessions and subtitles to videos. We are making adjustments to work tasks and improving the workplace environment to suit individual needs. For those who experience anxiety, we use systems that make work more visible and structured, while for others 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 public organizations, 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.

Learn more about NIJI office for the employment of people with disabilities (Japanese only, opens new window) PDF: 270KB >

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 the same benefits as those with married spouses. This includes access to congratulatory or condolence leave and financial payments. We also make accommodations for health checks, considering partners' needs, and honor employee preferences for either male or female uniforms.

In October 2024, we took another step forward by expanding our “Self-Care Leave” policy to include doctor visits for hormone therapy for transgender employees. To support this change and foster a more understanding environment, we launched new LGBTQ+ learning resources for all employees to help them become stronger allies.

Promoting Flexible and Diverse Working Styles

We believe in empowering employees to build their own careers by offering flexible work options for where and when they work. We are continually improving our systems and work environments to support diverse working styles. Our focus is on creating work practices that lead to high-quality output in an efficient way. By promoting a healthy work-life balance, these improvements are designed to reduce long working hours and boost overall productivity.

Major LIXIL Corporation Systems and Measures

*1 In FYE2022, LIXIL Corporation created clear definitions for “commuter employees” and “work-from-home employees” depending on the number of days those employees needed to come into the office. Commuter employees, who are defined as those employees who come to the office at least four days a week, are paid a commuting allowance. Work-from-home employees, who are defined as those employees who come to the office up to three days a week, are paid a work-from-home allowance.

*2 Includes contract and part-time employees.

Supporting a Healthy Work-Life Balance

We are working 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 maximize their full potential through various stages of their lives. LIXIL Corporation is actively working towards 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 system. As a result, the childcare leave utilization rate increased from 51% in FYE2020 to 90.7% in FYE2025. To further embed this cultural shift, we have started panel discussions and interviews with employees who have taken paternity leave, sharing their experiences across company social media channels.

* Only for directly hired employees. Encompasses LIXIL Corporation’s Papa’s Childcare Leave (Spouse Birth or Childcare Leave) system.

LIXIL Corporation’s Major Systems

*Regular employees and contract employees of LIXIL Corporation and its subsidiaries.