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 can excel and demonstrate their individuality and abilities, regardless of race, religion, gender, nationality, disability, age, or sexual orientation. 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. Organization-wide strategies, policies and priority measures are formulated by the Taskforce for Diversity & Human Rights Due Diligence, part of the Sustainability Committee.

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, part of the Sustainability Committee, identifies relevant issues and formulates measures to address these.

In FY2023, 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 aspire to have more women actively participating in management. In this connection, 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 our efforts to achieve these.

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 study sessions 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.

Since the company achieved the goals of our action plan ahead of schedule, it has formulated and published our next action plan. (April, 2025)

In 2023, Kioxia Corporation conducted interviews with approximately 30 female managers in order to understand the factors hindering the success of female employees. Issues and the background to these identified during the interviews are being analyzed as we consider future measures to address them.

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

With offices in 10 countries and regions, the Kioxia Group has 1,776 employees working at our overseas locations (excluding those temporarily dispatched from Kioxia Group in Japan). Kioxia Group in Japan employs 155 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 our employees, regardless of their age, to continue to utilize the knowledge and experience they have spent many years cultivating. In FY2021, we abolished the system of mandatory retirement for managerial positions, whereby those in these positions had previously been relieved of their managerial duties upon reaching a certain age.

As of March 2024, the percentage of employees with disabilities at Kioxia Group in Japan was 2.44%.

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.

Since 2018, employees with disabilities at our Kioxia Etoile Corporation have been engaged in cleaning and administrative/light work. This includes providing workplace massages to relieve employee stress and cultivating plants that are donated to charitable organizations. In fiscal 2023, we conducted an inventory of operations at Kioxia Corporation in order to expand the range of job opportunities for those with disabilities and promote their active participation in our workplaces. Through daily management, frequent communication, and interviews with job coaches, we strive to understand the individual characteristics of each employee and create a comfortable workplace environment where they can thrive.

With the aim of fostering a culture that embraces diversity and enhances understanding, Kioxia Group conducted seminars and study sessions for executives and managers in FY2023 designed to encourage a change in their mindsets. 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)
A third-party expert was invited to deliver a lecture for Kioxia Group’s executives on “The Importance of Women’s Career Advancement as a Management Strategy.” After the lecture, a lively discussion took place on how women's career advancement could be further promoted across the 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 discussion about changes in working styles to reflect societal changes and improving employee engagement.

Diversity seminar for executives and managers (FY2022)
An external executive was invited to deliver a lecture 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.

E-learning on diversity promotion for all employees (FY2022 and FY2023)
Kioxia Group provides education on human rights topics to all employees. In fiscal 2021, the main topic was people with disabilities, and in fiscal 2022 and 2023, we focused on LGBTQ+ issues, aiming to deepen understanding of these across the company 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)
A lecture was held for employees from Kioxia Holdings Corporation and Kioxia Corporation, delivered by an external expert, entitled “Thinking from the perspective of male parental leave, what is a team where diverse employees can work comfortably? 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 Kioxia Corporation in FY2023, the average annual total working hours per employee was 1,920 and the average annual total of non-scheduled working hours was 264.

At Kioxia Corporation, we are taking steps to cut down on the number hours our 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 our workplace culture and work ethics, 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 our legal obligations, and we continue to make these more adaptable and flexible. Under our Hourly-Unit Annual Leave system, when taking leave in excess of one hour, employees can take it on a quarter-hourly basis instead of hourly.

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