LIXIL makes pioneering water and housing products that solve everyday, real-life challenges, making better homes a reality for everyone, everywhere.
LIXIL 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.
At LIXIL, we believe diversity is the very thing that enhances our uniqueness and competitive edge. Diversity is what drives innovation and sustainable growth as we strive to develop the products and services that meet diverse needs and realize LIXIL’s Purpose to “make better homes a reality for everyone, everywhere.” Creating a comfortable working environment and culture for all members helps us become an organization of people who feel empowered to tackle difficult challenges with an entrepreneurial spirit and see their achievements justly rewarded.
In FYE2018, we published our Diversity and Inclusion (D&I) Declaration. This document outlines priority areas for D&I, including gender, age, race, nationality, disabilities, and sexual orientation, and is now guiding action on relevant issues in each country and region. Based on our D&I Strategy updated in March 2021, we are working hard to nurture an inclusive culture and build an environment that embraces people in all these priority areas and other groups. The strategy includes a commitment to attracting and educating human resources with a particular focus on reducing inequalities between women and men. We are also creating and expanding systems to promote sexual, gender, and other forms of diversity with the aim of strengthening D&I on a broader level.
In FYE2020, we established our Global D&I Department, which is tasked with developing common global measures for promoting D&I. In FYE2021, we set up the D&I Committee consisting of our CEO and other executive officers, and updated our D&I Strategy and promotion measures. The committee meets four times a year to implement various measures based on the D&I Strategy and accelerate D&I initiatives across our organization.
We conducted a D&I awareness survey of all global employees in FYE2021 with the aim of incorporating the results in the formulation of our D&I Strategy and action plans.
The survey probed categories such as organizational culture and systems, careers, evaluation and promotion, and learning opportunities. The results showed high scores for organizational culture overall but low scores for careers and promotion. In addition, while the differences were small, women scored lower than men in all categories.
After analyzing the survey results, we updated our D&I Strategy and promotion measures in FYE2021, placing a specific focus on reducing gender inequality. We intend to conduct D&I awareness surveys on a regular basis and use the results as input for future strategies and initiatives.
Promoting gender equality is essential to create a work environment in which each employee can demonstrate their own individual strengths. At LIXIL, the CEO is leading our commitment to accelerating gender equality.
We consider diverse talent, including women, in our succession planning for major positions within the group. Every year, we achieved our target of 20% or higher female participation in the younger class of our Talent Acceleration Program (TAP), a training program designed to foster next-generation managers, conducted in Japan through FYE2020. In FYE2021, we launched our selection-based NEXT and NEXT 2nd programs for training next-generation management candidates, and we continue to accelerate female participation. The number of female managers working at LIXIL in Japan (excluding our group companies) rose from 22 (0.9%) in March 2012 to 168 (6.0%) in March 2021.
We are also working to create an environment where female employees can consistently develop their careers even if they take time off for life events such as childbirth. As part of this effort, we have developed the Mamap career-building tool for working mothers. Our aim here is to encourage female employees preparing to take maternity or childcare leave to use this tool to explore potential career paths and support structures with their managers and sustain a fulfilling career after they return to work.
We have also set relevant regional targets for increasing the percentage of women working in LIXIL Water Technology (LWT) Americas, LIXIL Asia, and other locations outside Japan, and are making efforts to achieve the targets. These include, for example, the percentage of women in each professional class or ethnic group.
At LIXIL, the executive management team actively supervises the creation of a rewarding working environment in which each and every employee can perform vigorously to their full potential.
We are committed to creating the necessary systems and cultivating the right atmosphere to support a good work-life balance, enabling employees to maintain a high level of performance throughout different life stages. In FYE2021, we expanded these systems to enable greater workstyle flexibility, support childbirth and childcare, and provide leave options to suit employees at different life stages.
In FYE2021, we created a new 10-day paid leave for employees with preschool-age children (Childcare Leave system) and for employees who have to care for family members (Family Care Leave system). We also set up a Self-Care Leave system that covers morning sickness and fertility treatment in addition to the original menstruation leave.
Under our Career Return system, we rehire employees who left the company for reasons such as childbirth, childcare, nursing care, or relocation due to a partner’s job transfer.
Since April 2017, LIXIL has been working to create a friendly working environment for sexual and gender minority employees.
In March 2019, we made some improvements to our human resource system and working environments for bases in Japan.*1 For instance, we have started treating same-sex partners as dependents and applying the relevant congratulation or condolence leave and financial payments, arranging times and locations for undergoing health checks, and recognizing employees’ preferences for either male or female uniforms.
We are also promoting internal activities to expand understanding and support. In FYE2018, we created a series of online lectures relating to sexual and gender diversity and have been encouraging employees to watch them. We seek to increase the number of allies who understand and support sexual and gender minorities through venues such as study sessions, and distribute Ally badges and stickers to employees who support this initiative. We encourage allies to share information through the LIXIL Ally network and seek to deepen understanding by arranging opportunities to interact with sexual and gender minorities. Thanks to these efforts, in FYE2019 we achieved our target of having two or more allies in LIXIL’s bases in Japan.*2
We have been working to further improve our working environments by installing a toilet facility in the LIXIL Tokyo headquarters in 2019 with cubicles that do not distinguish between male, female, adult, child, and person with or without disabilities.
Then in September 2019, LIXIL endorsed the “Support the Recruitment and Retention of Talent by Instituting Marriage Equality in Japan” viewpoint published by the American Chamber of Commerce in Japan (ACCJ) recommending that the Japanese government extend the right to marry to sexual and gender minority couples.
*1 Excluding our group companies.
*2 86 bases with 50 or more employees, excluding the bases of our group companies.
Sexual minority-friendly logo
Based on its D&I Strategy, LIXIL is seeking to create an inclusive working environment and talent acquisition and development plans that consider diversity of all types.
When we nurture and promote the next generation of leaders, we ensure diversity in terms of gender, nationality, race, and career through a list of potential successors for 250 major group positions and selection-based NEXT program for training next-generation management candidates (for LIXIL bases in Japan).
LWT South Africa selects staff who have potential leadership qualities from among its factory workers and from particular ethnic groups who have traditionally found themselves in a disadvantageous position and are underrepresented in current management positions. These employees join a Future Leadership Program designed to develop the necessary skills to advance to management positions in the future.
LIXIL seeks to create environments 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, 2020, LIXIL had 453.5 employees with disabilities*1 in Japan, constituting 2.32%*2 of the total workforce.
In 2014, LIXIL launched its WING NIJI office that focuses on employment of people with disabilities. In addition to supporting employees with different disabilities to perform their work assignments, conducting career aptitude evaluations, and offering job development opportunities, the type of environments that would enable employees with and without disabilities to work together most effectively. We strive to create comfortable working environments based on barrier-free concepts by, for instance, introducing software that increases the font size for people with impaired eyesight and adjustable-height desks for wheelchair users.
Job instruction at WING NIJI
In Japan, LIXIL is also strengthening company-wide efforts, including introducing sign language interpretation in training sessions and putting subtitles on intranet videos for employees with hearing disabilities.
Since 2012, we have been proactively employing people with mental disorders and seeking to make various efforts and considerations to improve working environments to suit the capabilities and characteristics of individual employees. For instance, we ask people who are prone to anxiety to do tasks at their own pace, or leave an empty desk in front of an employee who gets distracted by other people around them or allow them to work in a free space.
In May 2016, we were certified by Japan’s Ministry of Health, Labour and Welfare as a leading company in the active employment of people with mental health disorders and other disabilities. We aim to help create a social structure in which people with disabilities can participate actively by sharing these initiatives with other companies and government institutions.
*1 Excluding our group companies.
*2 Calculated based on the Employment Rate System for Persons with Disabilities by the Ministry of Health, Labour and Welfare.