Diversity & Inclusion
Basic Approach
We are a global company with a diverse workforce. To create new value by making full use of this diversity, we promote diversity & inclusion and create an inclusive work environment.
Diversity Policy
[Basic Policy]
We will continue to grow as a global company, making full use of the abilities of diverse human resources and create new value by increasing our organizational strength.
[Course of Action ]
We aim to be a company that all employees are happy to work for, regardless of their differences in attributes, values, experience, etc.
- We mutually accept and respect each other regardless of gender, age, nationality, religion and beliefs, academic background, possible disabilities and differences in values and experiences.
- With emphasis on dialogue, we will make use of diverse opinions to find better ways.
- All our employees will continue to grow while keeping a professional mindset, and mutually acknowledge each other other’s abilities.
- We respect the work-life balance that each employee aims for.
We will create the environment and structure to make this a reality.
Initiatives
Promoting flexible ways of working
To offer greater flexibility in how employees work, we have introduced working arrangements such as telework, flextime, and a system that allows reduced working days or hours, giving employees more choice over where and when they work. Since fiscal 2021, we have also introduced measures to support diverse ways of working and provide opportunities to develop skills and gain new knowledge and experience. These include a career support leave system allowing up to approximately one year of leave, and a career refresh support system providing an allowance that employees can use at their discretion for self-directed career development.
Supporting employees’ work needs at different life stages
"A Kiddyland"
We have been developing a range of systems and support measures to help all employees balance their work and personal lives and continue building their careers without anxiety, including those raising children or caring for family members. In fiscal 2025, 89% of male employees eligible for childcare leave took such leave, well above the national average of 50.9% reported in the Ministry of Health, Labour and Welfare’s FY2025 Basic Survey of Gender Equality in Employment Management. The average duration of leave was around 80 days.To encourage more employees to take childcare leave, in fiscal 2025 we established a three-year plan with a separate target for each year. We are sharing the results of a survey previously conducted among employees eligible for childcare leave, along with feedback from employees who have taken it. In addition, a childcare center has been available on the grounds of our head office since October 2008.
Overview of working arrangements and leave systems
Telework System
Our telework system is available to regular employees and contract employees whose duties can be performed from home. Following the required application and approval process, they can work from either their own or their parents’ home. The system reduces commuting burdens, improves work efficiency, and helps employees balance work with childcare or family caregiving responsibilities, supporting diverse ways of working.
Flextime System
We have a system in place that allows employees working in workplaces where flexible working hours are possible, as well as certain contract employees, to flexibly set their start and end times. By allowing employees to choose their working hours according to their work situation and lifestyle, we support both increased productivity and work-life balance.
Childcare leave system
Our childcare leave system is available to both male and female employees, including regular employees, non-regular employees, contract employees, and technical intern trainees. In principle, employees can take leave until their child turns one, with an extension until the child turns two if certain conditions are met.
Company-Specific Leave and Work Systems
Reduced Working Days and Hours System
This system allows regular employees in eligible workplaces, as well as certain contract employees, to reduce either the number of prescribed working days per week or their prescribed working hours per day. By enabling employees to choose working days and hours that suit their circumstances, we support diverse and flexible ways of working.
Accumulated paid leave system
Eligible employees receive three days of accumulated paid leave each year in addition to their regular annual paid leave. The accumulated balance is capped at 20 days. This leave can be used for purposes such as the employee’s own medical treatment, caregiving for family members, and fertility treatment. The system helps employees continue working without undue worry while managing a range of personal circumstances.
Backup leave system
Our paid backup leave system is available to regular employees, non-regular employees, contract employees, and technical intern trainees. Employees who have used all their annual paid leave can take this leave to deal with unexpected circumstances, such as their own or a family member’s illness or injury, or family caregiving needs. Three days are granted each January and can be taken as full days or half days. The leave is valid only for the fiscal year in which it is granted.
Overview of working arrangements and leave systems
| Category | System | 2020年度 | 2021年度 | 2022年度 | 2023年度 | 2024年度 | 2025年度 | ||
|---|---|---|---|---|---|---|---|---|---|
| Location | Number of employees using Telework system | 212 | 647 | 267 | 264 | 295 | 271 | ||
| Time | Number of employees using Flextime system | 591 | 663 | 654 | 655 | 702 | 746 | ||
| Childcare leave system | Female | Childcare leave take-up rate*1 | 93% | 80% | 114% | 81% | 82% | 186% | |
| Number of employees | 15 | 14 | 21 | 11 | 16 | 7 | |||
| Average duration of leave（days） | 285 | 280 | 288 | 290 | 282 | 299 | |||
| Male | Childcare leave take-up rate*1 | 1% | 12% | 33% | 57% | 60% | 89% | ||
| Number of employees | 1 | 8 | 23 | 26 | 33 | 46 | |||
| Average duration of leave（days） | 23 | 62 | 76 | 82 | 78 | 83 | |||
- Number of employees who took childcare leave in the relevant fiscal year ÷ Number of employees who submitted birth registrations in the relevant fiscal year
Awarded Eruboshi certification
We have received two-star Eruboshi certification from the Ministry of Health, Labour and Welfare. This certification recognizes companies with outstanding initiatives to promote women’s advancement in the workplace.
The assessment covers five areas: recruitment, retention, working hours and working arrangements, the proportion of women in management, and diverse career paths.
We met the criteria in four of these five areas, qualifying for the second-level, two-star certification.
We will continue working to create a company that everyone is happy to work for and to further promote women’s advancement in the workplace.
Achieving work-life balance for healthy, productive working lives
To support work-life balance, we use total working hours as a key performance indicator (KPI), review our leave systems, and make it easier for employees to take leave. We designate days on which employees are encouraged to take paid leave, either across the company or within individual workplaces, and monitor leave use by division to encourage greater uptake.
To better assess how well employees are able to balance work and personal life, we have replaced the paid leave take-up rate with a work-life balance score. While the take-up rate is a useful indicator, achieving the target rate tended to become an end in itself. We therefore now use responses to the employee survey question, “Do you feel you are able to maintain an appropriate balance between work and your personal life?” as a KPI. This indicator allows us to assess more directly how satisfied employees are with their work-life balance.
Ensuring psychological safety
To foster innovation and create better workplaces, we are building psychologically safe work environments where employees can freely exchange opinions regardless of their position. As part of this effort, we provide training to encourage open communication among employees at all organizational levels, primarily in manufacturing. By August 2026, 424 employees from five departments had attended the training.
Developing Female Management Candidates
To ensure diversity among decision-makers, we have set a KPI for increasing the proportion of women in management positions. Since fiscal 2021, 81 women have attended training for female management candidates, five of whom had been promoted to management positions by June 2026. Expanding female employees’ participation in training for leadership candidates also helps us develop the next generation of leaders.
Percentage of female employees worldwide
| Male | Female | Total | Percentage of Female employees | |||||
|---|---|---|---|---|---|---|---|---|
| All male employees | (Regular employees) | All female employees | (Regular employees) | All employees | (Regular employees) | Percentage | (Regular employees) | |
| Non-consolidated | 2,645 | (2,513) | 409 | (389) | 3,054 | (2,902) | 13.4％ | (13.4%) |
| Consolidated | 10,743 | (8,489) | 3,394 | (2,672) | 14,137 | (11,161) | 24.0% | (23.9%) |
Promoting racial and national diversity
Our Group brings together employees from approximately 40 countries. Through day-to-day cross-cultural exchange and collaboration, we each develop a global outlook and cultural awareness. Regardless of nationality or race, we share perspectives and approaches guided by the EXEDY WAY and work together, drawing on our individual strengths across functions such as finance, human resources, sales, and engineering.
Training for executives and managers at overseas operations
As a global company with 59 Group companies in 26 countries, developing managers who can support our overseas operations is a key priority. We bring local executives and department managers from these operations to Japan for management training. In addition to discussions on our medium-term plan, the training covers our growth strategy, the EXEDY WAY, which is made up of elements including our corporate philosophy, long-term vision, and values.
Technical internship program for employees of overseas affiliated companies
To pass on the manufacturing expertise of our mother plants in Japan, we welcome many employees from affiliated companies in countries such as Thailand, Vietnam, Indonesia, and Mexico through our technical intern training program.
They develop and refine their skills through daily training.
To support them, we provide prayer rooms and multilingual signage in our plants, offer job-specific training and quality control (QC) courses, and hold Japanese language classes on weekends.
We also organize events such as cross-cultural exchanges and roundtable discussions with executives to help trainees make the most of their training experience.
Promoting the Active Participation of Older Employees
We have a reemployment system for employees who reach retirement age. Their main roles include mentoring younger colleagues and passing on specialized skills.
Employment of people with disabilities
EXEDY established EXEDY Sun Co., Ltd., a special subsidiary for the employment of people with disabilities, in March 2011.
As of the end of June 2026, the company employed 25 people with disabilities.
With appropriate workplace support, employees with intellectual disabilities perform tasks suited to their individual abilities and strengths.
These include precision work such as aligning and assembling blades inside torque converters, cleaning product containers, and applying labels to product packaging.
EXEDY Logistics Co., Ltd. promotes the employment of people with disabilities and strengthens workplace support after hiring by offering pre-employment work placements for prospective employees with disabilities and providing training for employees who will support them.
In March 2022, the company received Monisu certification from the Ministry of Health, Labour and Welfare. This certification recognizes small and medium-sized enterprises with outstanding initiatives for employing people with disabilities.
EXEDY’s employment rate for people with disabilities was 2.84% as of the end of March 2026.