Diversity Promotion

In order to respond to changes in the global business environment and to the expanding, more sophisticated and diversifying needs of the market, it is essential to foster an environment and culture where all employees have the opportunity to excel and demonstrate their individuality and abilities, regardless of race, religion, gender, nationality, disability, age, sexual orientation, gender identity, or gender expression. Kioxia Group is committed to creating such an environment and culture.

We have designated the Executive Officer in charge of human resources at Kioxia Holdings Corporation as the executive responsible for promoting diversity. We have assigned overall responsibility for the promotion of diversity across the entire Group to Kioxia Corporation’s Human Resources & Administration Division. The Taskforce for Diversity & Human Rights Due Diligence, which operates under the Sustainability Committee, identifies relevant issues and formulates measures to address these issues.

In FY2024, we focused on cultivating a positive corporate culture, promoting employee career development, and expanding the employment of people with disabilities.

Kioxia Group sees the active participation of female employees as a key issue that needs to be addressed as part of our promotion of diversity. We believe that diverse perspectives spur innovation, and as a company that operates globally, we are expected to have more women actively participating in management. In this regard, Kioxia Corporation has set the following goals:

• Doubling the number of female managers in FY2025 compared to FY2019.
• Ensuring the proportion of new graduates who are female is at least 45% of those recruited for administrative positions, and at least 15% for technical positions.

These targets are also stipulated in our action plan outlining measures to support the Japanese government’s Act on the Promotion of Women’s Participation and Advancement in the Workplace, and we are stepping up efforts to achieve them.

Specifically, all employees are provided with a handbook outlining how they can achieve a balance between work and family time. We also hold seminars and workshops for managers and executives coaching them on ways to foster a corporate culture in which diverse human resources can play active roles. In addition, we conduct employee surveys and interviews with female managers to help us understand and address any relevant issues.

Kioxia Corporation’s action plans based on the Act on the Promotion of Women’s Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children are as follows. Since we achieved the goals of our action plan for the latter act ahead of schedule, we have formulated and published our next action plan. (April 2025)

In FY2024, Kioxia Corporation analyzed issues identified during interviews conducted with approximately 30 female managers in FY2023, as well as the background to those issues. Based on the results of that analysis, we implemented measures such as providing education for division general managers and other management personnel.

Details of the measures are as follows.

Kioxia Group operates globally and employs people of many different nationalities.

With offices in 10 countries and regions, Kioxia Group has 1,694 employees working at its overseas locations (excluding those temporarily dispatched from Kioxia Group in Japan). Kioxia Group in Japan employs 139 non-Japanese people from 15 countries and regions.⁴

In FY2019, Kioxia Corporation raised its retirement age from 60 to 65 with the aim of enabling employees, regardless of their age, to continue working and utilize the knowledge and experience they have spent many years cultivating. In FY2021, we abolished the system of mandatory retirement for managerial positions, under which those in such positions were previously relieved of their managerial duties upon reaching a certain age.

As of March 2025, the percentage of employees with disabilities at Kioxia Group in Japan was 2.8%.

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.

Established in 2018, Kioxia Etoile Corporation employs people with disabilities in a variety of roles, including cleaning, administrative and light duties, massage therapy, and plant cultivation for donation to charitable organizations. In FY2024, we reviewed operations at Kioxia Corporation (and the Yokkaichi Plant in particular) with a view to expanding the range of job opportunities for those with disabilities and to promote their active participation. Through daily work management, frequent communication, and scheduled interviews with job coaches, the company strives to understand each employee’s individual characteristics and create a supportive workplace environment that fosters personal growth.

In October 2024, employee volunteers at Kioxia Corporation Yokohama Technology Campus launched the TalkXIA Sign Language Exchange Event. The event brought together a diverse group of participants with and without hearing impairments, including individuals from outside the company, and provided a safe and inclusive space for interaction. Aimed at encouraging casual communication between employees with and without hearing impairments using sign language, the event was held twice in FY2024. Participants shared comments such as, “It was fun to get together with everyone and use sign language after not having done so in a while.” Through sign language, this initiative seeks to promote smoother communication and foster diversity in both the workplace and the broader community.

In FY2024, Kioxia Group sought to promote understanding of sexual and gender minorities, including the LGBTQ+ community, through e-learning for all employees. To further understanding, Kioxia Corporation used an external instructor to conduct training for human resources personnel on how to be considerate of sexual orientation, gender identity, and gender expression.

With the aim of fostering a culture that embraces diversity and enhances understanding, in FY2024, as in the previous year, Kioxia Group conducted workshops and training sessions to promote mindset shifts among executives and managers. In addition, we rolled out e-learning for all employees.

Implementation of study sessions aimed at promoting the active participation of women in the workplace (FY2022)
An external expert was invited to facilitate a study session for Kioxia Group’s executives on “The Importance of Women’s Career Advancement as a Management Strategy.” After the session, a lively discussion took place on how women’s career advancement could be further promoted across Kioxia Group.

Workshop on workplace reforms aimed at improving executive performance and engagement (FY2023)
We held a workshop for Kioxia Group executives on the theme of “Work-style Reform That Improves Performance and Engagement,” led by an external expert. After the lecture, there was a lively discussion about changes in working styles to reflect societal changes and improving employee engagement.

Diversity seminar for executives and managers (FY2022)
An executive from outside Kioxia Group was invited to deliver a seminar for executive officers and managers from Kioxia Holdings Corporation and Kioxia Corporation on the topic of “Women’s Career Advancement and Its Impact on Management and Human Resource Strategies.” Approximately 300 participants attended—more than 80% of the targeted number—and animated discussions took place.

Communication seminar targeting managers aimed at enhancing psychological safety for their team members (FY2022)
Kioxia Corporation held a seminar for managers on the topic of “Communication Ensuring Psychological Safety,” which was attended by approximately 300 employees. An external expert explained that psychological safety is a prerequisite for creating an organization in which people with diverse identities can demonstrate their strengths and help generate innovation.

Diversity management workshops (FY2024)
Kioxia Corporation invited an external expert to run a workshop for managers on the topic of “Work-style Reforms for Creating a Workplace Where Diverse Human Resources Can Actively Participate.”

In July 2024, approximately 100 personnel at the level of senior manager or higher attended. Building on this result, in March 2025 a similar workshop was held for those at group leader or section manager level, with 230 people attending. Participants gained a deeper understanding of the importance of management and psychological safety in enabling diverse human resources to effectively deliver results, and a lively exchange of opinions took place about how to realize work-style transformation.

DE&I Workshops (FY2024)
As part of a wider program to promote participation in the workplace by people with disabilities, Kioxia Iwate Corporation held two sessions of a workshop entitled “DE&I—Learn about Diversity and Experience Connection.” A total of approximately 100 people attended, primarily managers and mid-level employees. Through dialogue with the external instructor, all of the participants gained a deeper understanding of how to create workplaces where everyone can work together.

E-learning on diversity promotion for all employees (FY2022–FY2024)
Kioxia Group provides education on human rights topics to all employees. In FY2021, the main topic was people with disabilities, and from FY2022 onward we have focused on LGBTQ+ issues, aiming to deepen employees’ understanding through e-learning.

Lecture for all employees, entitled “Thinking from the perspective of male parental leave, what is a team where diverse employees can work comfortably?” (FY2023)
Delivered by an external expert, a lecture entitled “Thinking from the perspective of male parental leave, what is a team where diverse employees can work comfortably?” was held for employees from Kioxia Holdings Corporation and Kioxia Corporation. Approximately 250 employees participated, and there was a lively question and answer session about key points in promoting male parental leave.

Kioxia Group constantly strives to enhance the work-life balance of our employees. Each employee is encouraged to undertake different working styles and work in ways that help improve their productivity.

At Kioxia Group in Japan, we monitor working hours and encourage the taking of annual paid leave. For those who work long hours, we arrange interviews with occupational physicians.

In FY2024, employees at Kioxia Corporation worked an average of 2,024 hours annually, of which 353 hours were non-scheduled.

At Kioxia Corporation, we are taking steps to cut down the number hours employees work. Following a trial and based on the results of surveys, in FY2022 we officially introduced a “work from home” system. This initiative is creating opportunities for employees to reflect on how they communicate in the workplace and on the time they spend in a variety of working styles. It is also encouraging changes in the workplace culture and work ethic, with the aim of improving efficiency and job satisfaction.

Kioxia Group helps employees balance their work and personal lives. Kioxia Group in Japan has implemented various measures over and above legal requirements, and we continue to make these measures more adaptable and flexible. Under the accumulated leave system detailed above, employees can take leave to attend school events (for example, school entrance and graduation ceremonies, parent/guardian class observations and athletics events) for their elementary school age children. Furthermore, under our hourly-unit annual leave system, employees can take leave in increments of 15 minutes when the leave exceeds one hour, rather than taking it by the hour.

Cafeteria points provided through the Kioxia Health Insurance Association can be used to offset the cost of recreation facilities, fitness clubs, childcare and nursing care services, etc.

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

For performance related to our diversity and human resource initiatives, please see the following Social data.