Diversity Promotion

KIOXIA Group firmly believes that the maximization of the capabilities and strengths of individual 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 embeds a respect for diversity in our Standards of Conduct and 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. Organization-wide strategies, policies and priority measures are discussed by a taskforce under the Sustainability Committee.

Promoting the Career Development of Female Employees

KIOXIA Group seeks ways to enable all employees to fully demonstrate their strengths and play an active role at work, regardless of their gender.
To promote women’s participation in management, in FY2021 we set a number of medium-term targets, such as ensuring that 45% or more of the graduates we recruit for administrative work, and 15% or more of those recruited for technical work, are female.*1 Our aim is to double the number of female managers by FY2025 compared to FY2019. Measures that will help achieve these targets were discussed by the taskforce.

  • *1 The targets are mainly set with reference to the percentage of women majoring in the humanities and social sciences and the percentage of women majoring in science and engineering at the undergraduate level in Japan.

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.

Key data related to the career development of female employees in KIOXIA, FY2021



Gender balance of employees* (KIOXIA Group in Japan)

Male 90.7%
Female 9.3%
(Male 90.4%, Female 9.6%)

Percentage of managers who are female*2


Percentage of officers who are female*2


Percentage of recruits who are female*3

Administrative 60.0%
Technical 11.5%

  • *2 As of April 2021
  • *3 New graduate employees as of April 2021

Initiatives Aimed at Expanding Recruitment of Female New Graduates and Developing Female Managers

Percentage of New Graduate Recruits*4 Who Are Female (Kioxia Corporation)















Number of Female Managers*5 (Kioxia Corporation)

This graph shows the number of female managersat Kioxia Corporation. In FY2019, there were 47;in FY2020,54;in FY2021,68;and in FY2022,77.
  • *4 Undergraduate and postgraduate degrees
  • *5 As of April 1 each year

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 March 2022, the percentage of KIOXIA Group in Japan employees with disabilities was 1.63%.
Along with initiatives to achieve the statutory minimum employment rates of those with disabilities, we will endeavor to achieve society's goal of “social inclusion” by encouraging interaction among all employees, creating a comfortable and rewarding workplace and thereby boosting our business value.

Activity Example: KIOXIA Sign Language Club

KIOXIA Group provides employees with monthly sign language lessons at the KIOXIA Sign Language Club. Employees with impaired hearing serve as instructors during these lessons, teaching sign language in order to facilitate smooth communication and providing information to promote understanding of those with hearing disabilities. In-person lessons were suspended in FY2021 to prevent the spread of COVID-19, and preparations for future online events are currently underway.
Members of the KIOXIA Sign Language Club took the lead in introducing a tool that displays conversation details in text form as a measure to counter the difficulties experienced by those with hearing disabilities amid the spread of teleworking, the increased use of teleconferencing, and the widespread use of masks.

KIOXIA Etoile (Our Special Subsidiary)

At our KIOXIA Etoile Corporation that aims to promote the employment and active participation of people with disabilities, we strive to create a comfortable workplace and encourage individual growth through daily communication and by understanding the characteristics of each employee.

Diversity Education

We conduct diversity training for leaders as a part of our education programs; these are tailored to their positions and levels of experience. We also conduct “Cross-Cultural Communication Training” workshop at the Yokohama Technology Campus covering how to communicate with people from different cultures and those with different ways of thinking.
In May 2022, an officer from other company was invited to conduct a lecture for Executive Officers and Managers to promote diversity. Approximately 300 participants attended—more than 80% of the target audience—and lively discussions took place.

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 company doctors who meet with those who work long hours.
In KIOXIA in FY2021, the average annual total working hours per employee was 1,992 and the average annual total of non-scheduled working hours per employee was 401.*6
KIOXIA Group is making the transition to a style of work that does not rely on overtime. The purpose is to better utilize our diverse workforce and to promote a better work-life balance. Following a trial and based on the results of surveys, earlier this year we officially introduced a “remote working” system. This initiative is creating opportunities for employees to reflect on how they communicate in the workplace and on the time they spend on a variety of working styles; it is also encouraging changes in our workplace culture and work ethics, and aims to improve efficiency and job satisfaction.

  • *6 Excludes managers and supervisors

Key systems and measures regulating working hours in FY2021, KIOXIA Group

* Table can be scrolled horizontally.

System / measure


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, or 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 encourages 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 their overtime hours on a weekly basis.

Supporting Employees Balancing 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.

Key Systems Supporting Employees' Work and Childcare (KIOXIA)

Childbirth and Child-rearing

* Table can be scrolled horizontally.


As required by law

KIOXIA provisions

Childcare leave

Period: Up to 1 year old except when certain requirements are met
Number of times: Maximum 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. Able 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

* Table can be scrolled horizontally.


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
The leave can be taken separately up to 3 times.

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

* Table can be scrolled horizontally.


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 defined-benefit Corporate Pension Plan. 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.

Employee-related data (FY2021)(KIOXIA)

* Table can be scrolled horizontally.



Number of employees*7


Labor union membership ratio*8


Average length of service*7

All 17.6 years (Male 18.1 years, Female 12.8 years)

Turnover rate*9

All 1.8% (Male 1.7%, Female 2.7%)

Number of paid leave days taken

19.7 days

Percentage of paid annual leave taken


  • *7 As of April 2021
  • *8 Percentage refers to the ratio of union members to regular employees, excluding supervisors, pursuant to the Labor Standards Act. Of these, employees stipulated as non-union members in the Labor Agreement (those working in HR, Accounting, Security, etc.) are not included in the ratio calculation. These results are as of March 31, 2022.
  • *9 Only those leaving for personal reasons

People from various backgrounds fulfill their potential and leverage their strengths at KIOXIA Group.