LIXIL makes pioneering water and housing products that solve everyday, real-life challenges, making better homes a reality for everyone, everywhere.
The LIXIL Group is committed to respecting diversity and recruiting and developing high caliber talent across the Group. We believe that harnessing the intelligence and perspectives of our diverse workforce is critical to driving growth and innovation.
|Action plan||Promote the active participation of women in the workplace|
|KPI||Percentage of women among regularly recruited new hires (Japan only) (%)|
・Percentage of women among regularly recruited new hires in March 2016: over 30%
・Percentage of women among regularly recruited new hires in April 2017: 30.8%
・Percentage of women among regularly recruited new hires (Japan only): over 30%
|KPI||Percentage of women participating in leadership training* (LIXIL Corporation, Japan only) (%)|
・Percentage of women participating in leadership training: over 20%
・Percentage of women participating in leadership training*: 20.8%
・Percentage of women participating in Next-Generation Human Resource Promotion Program: over 20%
|Action plan||Create a staffing plan that encourages employment and development of people in local communities|
|KPI||Fulfillment of recruitment plans to increase the number of local factory employees (LIXIL manufacturing subsidiaries)|
・Achieve 100% of the recruitment plan (100 newly hired employees)
・Recruited 100 people (17 graduates from specialist high schools and 83 high-school graduates)
・Frequently visited schools in each area, and participated in job fairs
・Achieve 100% of the recruitment plan
United under the LIXIL Diversity & Inclusion Declaration, the LIXIL Group embraces diversity in gender, age, race, nationality, values, background, etc., and turns the energy and creativity generated by diversity into a source of strength. We aim to furnish a comfortable and friendly working environment for all, enabling employees to approach challenges with an entrepreneurial spirit, and be appropriately evaluated for their performance.
The LIXIL Group believes the active participation of female employees is vital to promoting diversity. In March 2012, we had 1 female senior executive (1.0%) in the Group. In March 2017, that number had risen to 7 (11.9%), including 2 directors, 2 senior managing executive officers and 3 executive officers. As of March 31, 2017, the number of female managers increased to 687, constituting 12.9% of total management personnel. In July 2017, the LIXIL Group was included in the MSCI Japan Empowering Women Index (WIN), which features Japanese companies with high proportions of female managers and female employees.
LIXIL Corporation has set up the Diversity Promotion Office to further advance careers for women. As a member of "Male Leaders General Meeting (to promote the active role of women)", an initiative backed by the Cabinet Office, we declared a WeDo Action* plan in August 2014, and are facilitating more appointment of female directors / officers and managers. As of March 2017, we had 168 female managers (6.8% of all managers), representing growth of approximately 7.6 times in absolute number from 22 female managers (0.9%) in March 2012.
* WeDo: Women Empowerment in a Diversified Organization
*(): The ratio of women in all management positions
*1 female director and 1 female senior managing executive officer are from countries other than Japan.
*Data excludes Senior Life Company of LIXIL Corporation
Taking the promotion of active female employees to the next level, we are currently creating an environment in which female employees can consistently develop their careers even if they take time off for life events such as childbirth. For example we developed a Mamap career-building tool for working mothers. Female employees intending to take childcare leave use the provided tool and interview sheet to help them communicate with their managers to design a career path and support system, and ensure continued active and rewarding work after the maternity leave .
* Directly hired employees only, data collected based on the qualification system used at each operating company, as of March 31 of each fiscal year
Scope: FY2014 and FY2015 cover LIXIL Corporation in Japan, and FY2016 covers the entire Group
The LIXIL Group is working to create a friendly work environment for LGBT and other sexual minority employees.
LIXIL Corporation held study sessions for employees and provided badges to employees who identified as an LGBT Ally as a way to display their support. The badge logo is a unique LIXIL design.
We intend to extend these study sessions to employees across the Group, and will continue to actively expand the LGBT Ally network as part of our drive to create a comfortable and friendly corporate environment for all.
LBT (PNA Corp.) has launched various actions that reflect social change in the US, including the provision of medical coverage to same-sex married partners.
To comply with local anti-discrimination laws, LBT (PERMASTEELISA UK) has supported initiatives, such as the installation of unisex toilets, to create a more comfortable working environment for LGBT.
Many employees with disabilities work alongside those without disabilities in the LIXIL Group because the Group has developed inclusive working environments, from R&D to production, sales administration, and planning management, to suit each individual's specific disability. As of March, 2017, 759 people with disabilities were employed across the LIXIL Group, representing 2.34% of the workforce (427 and 2.26% for LIXIL Corporation).
In 2014, we launched the WING NIJI employment center for disabled people at LIXIL Corporation's office in Koto ward, Tokyo, to provide support for them in the workplace, in addition to proper evaluation of work assignments and job development opportunities. WING NIJI provides work support, job aptitude assessments, and professional skills development services, and has been undertaking many initiatives to create more inclusive work environments.
In May 2016, LIXIL Corporation received certification from the Ministry of Health, Labour and Welfare as a leading company in the active employment of persons with mental and other disabilities.
*Directly hired employees in Japan only, data collected based on the qualification system used at each operating company, as of March 31 of each fiscal year
*LIXIL Corporation includes LIXIL Senior Life Company
*Calculated based on the Employment Rate System for Persons with Disabilities by the Ministry of Health, Labour and Welfare
LIXIL Corporation supports the growth of employment opportunities in the regions where we operate by employing technical college and high-school graduates as local permanent employees at our plants in Japan.
FY2016 data indicated with a ★ have received an independent practitioner's assurance.
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