Diversity Promotion

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.