Diversity Promotion

KIOXIA Group firmly believes the maximization of the capabilities and strengths of diverse employees is critical for innovation, corporate growth, and the creation of new value for society. As such, the promotion of diversity is a priority within the Group.

Diversity Promotion Policy and Management Structure

KIOXIA Group fosters a culture that enables a diverse range of employees to play active roles irrespective of race, religion, gender, nationality, disability, age, or sexual orientation.

We have assigned responsibility for the promotion of diversity to KIOXIA Holdings' Human Resources & Administration Division, which seeks to advance diversity within the entire Group.

Promoting the Career Development of Female Employees

KIOXIA Group is promoting ways to allow female employees to succeed at work.

In FY2020, the Diversity Promotion Committee made progress with discussions regarding the career development of female employees. The “Child-Raising System/Procedural Handbook” and “Preparing to Balance Work and Nursing Care Handbook” were disseminated among KIOXIA Group employees; these were aimed at making the processes that are in place to enable a balance between work and family time easier for them to understand and follow.



Covers of the two handbooks, “Preparing to Balance Work and Nursing Care Handbook” and “Child-Raising System/Procedural Handbook”

Handbooks supporting a balance between work and family time.

Covers of the two handbooks, “Preparing to Balance Work and Nursing Care Handbook” and “Child-Raising System/Procedural Handbook” Handbooks supporting a balance between work and family time.
Covers of the two handbooks, “Preparing to Balance Work and Nursing Care Handbook” and “Child-Raising System/Procedural Handbook” Handbooks supporting a balance between work and family time.

Recruitment and Career Advancement of Non-Japanese Employees

As part of our diversity promotion program, we are increasing the recruitment of non-Japanese employees.

Career Advancement for Seniors

From FY2019 we raised our retirement age from 60 to 65 with the aim of enabling employees, regardless of their age, to continue to utilize the knowledge and experience they have spent many years cultivating.

Employment of People with Disabilities

As of June 2020, the percentage of KIOXIA Group employees with disabilities was 1.53%.*


  • The percentage of employees with disabilities includes those in KIOXIA Group and our special subsidiary KIOXIA Etoile Corporation.

Activity Example: Sign Language Club

KIOXIA Group provides employees with monthly sign language lessons at the KIOXIA Sign Language Club. At the club, employees with impaired hearing serve as instructors, teaching sign language to facilitate smooth communication and providing information to promote understanding of those with hearing disabilities.


We have introduced a tool that displays conversation details in text form as a measure to counter difficulties experienced by those with hearing disabilities amid the spread of teleworking, the increased use of teleconferencing, and the widespread use of masks.


At our special subsidiary KIOXIA Etoile Corporation, we strive to create a comfortable workplace by understanding the needs of employees with disabilities by frequently reaching out and initiating daily communication with them, and through the installation of suggestion boxes where people can submit their opinions. 

Education on Diversity

In FY2020, we conducted diversity training for leaders as a part of our education programs; these were tailored to their positions and levels of experience. We also conducted “Cross-Cultural Communication Training” at the Yokohama Technology Campus covering how to communicate with people from different cultures and with different ways of thinking.

Promoting Work-Life Balance

KIOXIA Group constantly strives to enhance our employees' work-life balance. At KIOXIA Group companies, each employee is encouraged to undertake different working styles and deploy methods that help increase their productivity.

Consideration and Reduction of Working Hours

We comply with the local laws of the countries and regions in which we operate with regard to working hours, and in Japan we monitor time spent at work and encourage staff to take annual leave. We also have a company doctor who interviews those who work long hours.

In KIOXIA Group in FY2020, the average annual total working hours per employee was 2,010,* and the average annual total of non-scheduled working hours per employee was 407.*

KIOXIA Group is making the transition to a style of work that does not depend on overtime. The purpose is to better utilize our diverse workforce and to promote a better work-life balance. In FY2020 we carried out a survey about working from home, centered on trials of head office staff working from home. Taking the results of the survey into account, we are now considering providing infrastructure that is not bound by time or place to support these new working styles.


  • Excludes managers and supervisors

Key systems and measures regulating working hours in FY2020, KIOXIA Group

System / measure Overview
Flexible Work System Flextime system, Work from home system
Long Leave System Employees can take a maximum of 25 days of accumulated leave for objectives, such as self-development, community activities, nursing, marriage, bereavement, and spouse childbirth, and also for treatment of non-work-related injuries and illnesses, and other conditions, including infertility.
Annual paid vacation To promote employee rejuvenation, KIOXIA Group is encouraging employees to make use of all their annual paid vacation.
Making working hours more visible KIOXIA Group has introduced systems including a “Work Record Display” system to increase the transparency of hours worked by each employee.
Addressing long working hours at workplaces We implement measures in various divisions and business sites to address the problem of long working hours, and publish case studies on our intranet site to spread good practice among departments
(e.g., having employees declare their target leaving time, in principle forbidding employees from coming to work on Sundays, banning late-night overtime, setting “focus hours,” and banning meetings outside normal working hours).

Activity Example: Using the System to Make Working Hours Visible

In order to effectively monitor the working conditions of our employees, KIOXIA Group has started using a “Work Record Display” system to provide better visibility of working hours to employees and their managers.


The Work Record Display system draws employees’ attention to overtime hours on a weekly basis.

Supporting employees in their balancing of work with childcare and nursing care

KIOXIA Group helps employees to balance their work and personal lives. We have implemented various measures in excess of our legal obligations, and continue to make them more adaptable and flexible. Under our Hourly-Unit Annual Leave system, when taking leave in excess of one hour, employees can take leave on a quarter-hourly basis instead of hourly.

The Key Systems Supporting Employees' Work and Childcare (KIOXIA)

Childbirth and Child-rearing
System As required by law KIOXIA provisions
Childcare leave Period: Up to 1 year old except when certain requirements are met
Number of times: Up to once per child
Period: Until the end of the month in which the child turns 3 years old
Number of times: Up to three times per child
Short-time shifts Target: Employees raising children under the age of 3 Target: Employees raising children who have not yet completed elementary school
  1. No limits on the number of times employees can apply
  2. Possible to combine with flextime system
  3. Can be set in 15-minute units
Hourly leave system No provision Leave is available in 1-hour units. If more than one hour is taken at a time, however, employees may take leave in 15-minute units thereafter.
Family care
System As required by law KIOXIA provisions
Family care leave Up to 93 days in total per person requiring nursing care Up to 365 days in total per person requiring nursing care
Hourly leave system No provision Leave is available in 1-hour units. If more than one hour is taken at a time, however, employees may take leave in 15-minute units thereafter.
Returning to work
System KIOXIA system
Allowance for raising the next generation To be provided in respect of each eligible child (children being taken care of by a spouse working for another company are also eligible for the allowance).
Mutual understanding program The program offers the opportunity for employees to discuss future career plans and any necessary arrangements with their manager and HR personnel before taking a leave of absence or after resuming work, thus helping to reduce any concerns of employees who take such leave.
Reemployment system
(return to work system)
We have established a system to reemploy those who had to resign for any of the following reasons:
  1. In order to accompany a spouse who was transferred by his/her company to a different location (within 5 years)
  2. In order to provide nursing care for those requiring it (within 3 years)
  3. Childbirth, childcare, or raising children (within 3 years)


Corporate Pension Plan

To help support employees after their retirement, we offer a Corporate Pension Plan – a defined-benefit scheme. This complements their state pension provided under Japan's welfare pension insurance scheme. We also introduced a defined contribution pension scheme aimed at broadening employees' post-retirement options.

Key data regarding the promotion of the career development of female employees, KIOXIA

Item Actual
Gender balance of employees1 Male 91.0%
Female 9.0%
Percentage of managers who are female1 3.5%
Percentage of officers who are female1 0%
Percentage of recruits who are female2 Administrative 25.0%
Technical 14.4%
Average length of service1 All 17.5 years (Male 18.0 years, Female 12.9 years)
Turnover rate3 All 1.3% (Male 1.3%, Female 1.5%)
Number of paid leave days taken 18.3 days

As of April 1, 2020

New graduate employees as of April 1, 2020

3 Only those leaving for personal reasons