Our Approach

At LIXIL, we believe that our employees are the driving force behind value creation, which is why we take a long-term approach to talent development. We focus on nurturing future leaders by gaining a global, company-wide view of our talent and considering future business needs.
We support career development from two perspectives: strategic careers guided by the company, and proactive careers forged by employees. Our goal is to create a workplace where every employee can work flexibly and with a sense of purpose.

As one of the key pillars of LIXIL’s Diversity & Inclusion (D&I) Strategy, we are committed to achieving gender equity and have set ourselves the target of raising the ratio of female directors and executive officers to 50% and the ratio of female managers to 30% across LIXIL, both by FYE2030. To achieve this, we are actively developing high-potential female talent, preparing them to become the next generation of leaders and successors for key roles across the company.

Identifying and Developing High-Potential Talent

In Japan, we are actively promoting younger talent by broadening our talent identification scope within specific business divisions.

This expansion ensures business continuity in emergencies or any other circumstance and establishes a system to strategically select high-potential talent and successors for the future of LIXIL. We encourage the growth of select individuals by creating development plans based on individual strengths and challenges, providing stimulating work assignments, transfer opportunities, leadership training, etc. A year-round check-in system facilitates the development of select personnel while preventing the loss of talented individuals.

We also launched the Female Talent Outreach Program in FYE2024 to develop female talent. This program included roundtable discussions with top management and skill assessments useful for self-directed growth.

Learn more about the Female Talent Outreach Program >

Overview of Talent Development

We believe in fostering a vibrant learning culture that empowers employees at every stage of their career, from new graduates to senior management. Our comprehensive training system provides the tools and opportunities for every individual to learn and thrive.

Senior Leadership Training Programs

We offer targeted training programs to create a strong management pipeline.

・Global Leadership Program

We offer a six-month program for high-potential leaders based on the Dartmouth College Tuck School of Business consortium of non-competing global companies in the US to foster insightful and decisive leaders equipped to forge the future of our business. The program consists of two week-long in-person training sessions, one in Japan and the other overseas, supplemented by five online sessions. Participants engage in team-based action learning^* and benefit from lectures by world-class faculty representing diverse backgrounds. The program equips participants with the skills and mindset needed to lead organizations in today's complex landscape of globalization and digital transformation.

* An immersion learning method that helps individuals, teams and organizations learn through action and reflection by addressing real-world problems as a team and planning and implementing solutions.

・Online AI-driven Business Transformation Sessions for Global Leaders

In FYE2024, 485 global leaders participated in an online lecture series led by Professor Vijay Govindarajan of the Tuck School of Business. The sessions focused on his latest book, “Fusion Strategy,” teaching participants how to effectively use real-time data and AI to drive business transformation. Participants received a copy of the book and AI coaching tools that they can apply directly to business challenges. In FYE2025, an offsite meeting brought together 83 participants from various business divisions and corporate functions in Japan to further develop the “Fusion Strategy” concept and discuss its implementation across the company. This initiative supports LIXIL’s mission for transformative growth.

Talent Development for Future Leaders

LIXIL is committed to developing future management candidates and young leaders through a variety of targeted programs.

・NEXT Program

This program is the cornerstone of our merit-based approach to leadership development. It's designed to identify and accelerate the growth of our most promising talent. Selected employees are given challenging, real-world assignments with personalized development plans crafted by development managers. This program is strongly supported by our senior management, with participants regularly engaging in roundtable discussions with the CEO and other executives, which has directly led to significant promotions.

Program Overview

*1 Excludes program graduates.

*2 Recommended frequency: More than once a month.

・Asia Leadership Program

Launched in FYE2024, this continuous program focuses on long-term leadership development within the Asia region. It combines traditional learning sessions with practical experiences like action learning, mentoring, and direct engagement with senior leadership.

Training Programs for Managers

・GROW: Great Managers at LIXIL

We operate the GROW: Great Managers at LIXIL program, which aims to develop managers who will support our foundation of sustainable growth over the long term. This program promotes self-growth and skill development among managers, improves their problem-solving abilities, decision-making skills, and resilience, enhances job satisfaction and trust, improves work-life balance, and expands their networks. We launched GROW: Great Managers at LIXIL in Japan in FYE2024, aiming to develop managers across countries based on a unified standard. We introduced the program in other regions in FYE2025, reaching a total of 4,741 managers globally as of March 2025. GROW: Great Managers at LIXIL is not a one-off training program. We intend for this program to be an ongoing medium-to-long-term initiative to encourage the mastery of the seven skills and behavioral changes necessary for LIXIL managers in order to maximize the potential of their team members.

The program includes a dedicated portal site to support participant growth. The site provides centralized resources for learning and practice, including skills frameworks and toolkits. We also encourage employees to use Google Calendar to set study schedules to support building consistent study and practice habits. Each region and division implement voluntary follow-up measures to deepen their employees’ understanding of the growth mindset and encourage behavioral change. For example, the Americas region shares best practices while Japan and Europe hold in-person, participatory workshops. In Asia, teams host “GROW Learning Friday Sessions” focused on specific skills and invite guest speakers from other divisions to share their experiences.

We also introduced an internally developed AI Coach as a tool to train managers in applying what they learn in their daily work and team interactions.
This AI, which incorporates the LIXIL Behaviors and the D&I Guidebook, offers personalized real-time coaching and practical suggestions.

In a survey conducted in Japan, approximately 83% of respondents felt that they benefited in their own growth through the program. A total of 69% felt that practicing the principles that they learned from GROW had a positive impact on their teams. Managers also reported positive changes through GROW, including providing more opportunities to ask questions, supporting team members in reaching their goals through dialogue, and developing a more logical approach to problem-solving. These outcomes show that the program is driving meaningful behavior change and turning learning into action.

・D&I Program

We offer this program to help our managers deepen their understanding and practice of D&I, empowering them to create truly inclusive teams.

Learn more about D&I program for managers >

For All Employees

We are committed to providing all LIXIL employees with the tools and resources they need to thrive, such as engagement programs and English learning training. We ensure new hires and mid-career employees are set up for success from day one with structured onboarding.  Our Dejiraku program makes digital literacy accessible to everyone, including part-time and contract employees. The program offers training developed by our digital experts, taking into account business needs, to help employees boost productivity and streamline their work with modern digital tools.

・Training and Certification System for No-Code Development Tools

By championing the use of no-code development tools, LIXIL empowers employees without specialized IT knowledge to drive business transformation and boost organizational agility. We ensure that all keen employees have the means to learn by providing educational materials, case studies, consultation sessions, and a tiered certification system. Since the internal launch in 2021, our employees have created 4,020 unique business applications to streamline their work and improve processes. With 9,916 developers as of March 2025, our workforce is actively shaping the company's digital transformation, fostering a culture of innovation and continuous learning across the organization.

Achievements Since the Launch of No-Code Development Tools to FYE2025

*Scope: LIXIL Corporation and its subsidiaries.

*The Gold certification was newly established in August 2024.

・Generative AI Training Program

At LIXIL, we are committed to equipping our employees with the tools they need to succeed in a digital-first world. Our in-house engineering team develops powerful generative AI tools to boost productivity across the company. Through our Dejiraku training program, we ensure that all employees, regardless of their comfort level with digital tools, can confidently leverage AI. This program includes skill assessments and engaging short videos to make learning both accessible and effective. As of FYE2025, our global efforts resulted in 4,515 employees (including those at subsidiaries in Japan) gaining essential AI knowledge and skills, with approximately 7,900 employees regularly using AI to enhance their daily work.

・Building a Culture of Continuous Learning

We have implemented Litmos as our central, company-wide learning platform. Its user-friendly interface encourages active participation from both learners and content creators, making it a central hub for training. Our LIXIL Learning-Hub, an internal intranet site, serves as a central point for all training information. This allows employees to easily find and choose the courses and programs that best fit their individual needs, fostering self-directed learning and professional growth. To support autonomous skill and career development, we offer access to LinkedIn Learning. This platform provides over 17,000 pieces of expert-led content, including courses, videos, and webinars, in seven languages. By combining this with our own internally developed content, we efficiently deliver high-quality and timely educational materials. We also focus on specialized training tailored to specific roles and departments. Through departmental portal sites and our Litmos platform, we promote skill enhancement and ensure our employees can acquire the latest knowledge. This continuous investment in our learning platforms helps us apply new skills to our work, strengthening our organizational competitiveness.

Career Development Support

To encourage employees to develop their capabilities further and gain diverse experiences, we are currently piloting systems that allow employees to pursue supplementary employment outside the company or dedicate 20% of their work time to side jobs within the company.

* Scope: The Job Posting system is available to full-time employees on the payroll of LIXIL Corporation and its domestic manufacturing subsidiaries in Japan.

Evaluation Framework

At LIXIL, we have designed our performance evaluation framework to fairly recognize the growth and achievements of all our employees^*1.

In Japan, our system is based on two elements: performance evaluation that measures how well employees meet their semi-annual goals, and behavioral evaluation that is based on the LIXIL Behaviors. Employees are given regular opportunities throughout the year to hold regular 1-on-1 meetings to help them achieve their performance goals and develop their skills.

• Performance Evaluations
  Evaluators: the employee, their direct manager, and senior managers who are not direct supervisors
  Frequency of evaluations: Twice a year^*2

• Behavioral Evaluations
  Evaluators: the employee, their direct manager, and senior managers who are not direct supervisors
  Frequency of evaluations: Once a year

Evaluation process:
1) Employees conduct a self-evaluation based on the goals they set at the beginning of the review period.
2) The direct manager conducts a review meeting and determines the initial evaluation.
3) The final individual performance evaluation is decided after a review meeting where managers from multiple departments discuss the evaluations.

Evaluators do not just assess progress toward goals. They also use these meetings to help employees reflect on their work, share future expectations, and support their growth.

*1 Includes part-time employees.

*2 For managers, performance is evaluated once a year based on annual goals. For senior managers, a certain percentage of their individual performance evaluation is based on the achievement of organizational goals.

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