Assisting Women's Careers
The Yamaha Group holds the diversity of its employees in high regard, and aims to be a place where all employees can make the most of their abilities, regardless of their gender, nationality or other factors. In this regard, the Group strives to promote a workplace environment in which women can excel. As a measure of its success in this area, Yamaha Corporation boasts nearly an equal average number of years of continuous employment for male and female employees with a proportion of women returning to work after childcare leave at nearly 100%.
Principal Indicators Related to Female Employees at Yamaha Corporation
Ratio of Female Employees (as of March 2012)
Ratio of Feamale New Graduate Hires (fiscal 2012)
Average Age and Number of Years of Continuous Employment (as of March 2012)
Number of Years of Continuous Employment (As of March 2012)
*Source: Ministry of Health, Labour and Welfare 2011 Basic Survey on Wage Structure
Female Manager Ratio
2012: 4.1% 2011: 3.4% 2010: 3.1%
Number of Employ Taking Child Care Leave
Positive Action Projects and the Establishment of the Diversity Development Department
Yamaha Corporation inaugurated the Positive Action Project in May 2004 by inviting employees to apply for a position within the project group. The project group examined the situation of women at Yamaha and other companies, held lectures and created an internal website in an effort to create a comfortable working environment and employment system for women. The results of activities undertaken over the course of one year were compiled into an action plan that among a host of initiatives recommended the creation of a female career promotion department, the employment and recruitment of female employees and the establishment of training programs.
Based on these recommendations, Yamaha established the Diversity Planning Department as a dedicated organization within the Human Resources Division in March 2006. The department is carrying out wide-ranging measures, which include further accelerating support for women's careers, broadening opportunities for women to develop their abilities and play an active role and creating a more comfortable working environment.
Major Measures to Assist Women's Careers
Proactive hiring of female employees
Increase the ratio of female new graduate hires, targeting 30% for the immediate future (the female hiring ratio in fiscal 2012: 21.8%)
Securing outstanding human resources through hiring activities that include information about the active roles played by female employees and by creating a more comfortable working environment for women
Actively recruiting and increasing opportunities to develop the abilities of female employees
Increasing the promotion of women for managerial positions
Planning and implementing various training program
Creating working environments that are comfortable for women
Responding to next-generation laws on gender equality in employment, childcare and nursing leave
Implementing the Yamaha Action Plans
Promoting the operation of a balanced support system and the revision and creation of structures
Changing workplace awareness and fostering a corporate culture
Conducting educational activities through training, seminars and pamphlets
Providing information through Net J Career, an intranet service operated by the Diversity Planning Department.
Launched in January 2008 as a communication site designed to promote optimal balance between a career, work and family life.Continuous update in principle monthly. Accessed by more than 500 employees each month. This site serves as a forum through which information can be dispensed and shared. In addition to providing support that allows female employees to work in an active and lively manner, this site delivers important reference information for managers and male employees.
Promoting efforts in the Yamaha Group
Formulating and promoting Action Plans that cover the five-year period from 2008 to 2012 at Yamaha Group companies in Japan in support of the careers of women. These Action Plans share the following activity policies.