Respect for Diversity
The KYB Group regards the diversity of human resources as an important factor for realizing sound operations. Accordingly, we aim to build a corporate culture that accepts and respects diverse values, cultures, and customs, while featuring open communication and maintaining flexibility in management strategies and product development.
Specifically, we are training human resources who can uphold our Corporate Spirit, employing diverse human resources, and positioning the right employee in the right position.
Active Participation of Women
We are strengthening the management foundation and awareness campaigns for helping women thrive in the workplace. As an activity of raising the number of female employees in positions which provide opportunities for promotion, we are proactively recruiting women managers from outside the Company and implementing initiatives aimed at raising awareness and encouraging internal promotion of female employees. With regard to external recruitment, and in recognition of the potential for unconscious bias in the workplace, we began conducting Diversity & Inclusion (D&I) training for managers in FY2024, alongside mid-career recruitment activities. Since FY2024, we have also been holding career roundtable discussions among female employees, including women managers, to encourage dialogue and awareness regarding management career paths. From FY2025 onward, we plan to further expand these efforts by hosting lectures and opinion-exchange sessions led by KYB's female external directors and female external auditors. We established an employer action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children*1 and the Act on Promotion of Women's Participation and Advancement in the Workplace.*2 We announced the plan on the website of the Ministry of Health, Labour and Welfare (Support Area for Work-Life Balance*3 and Database of Companies Promoting Women's Active Engagement*4).
Also, in May 2023, we received the Eruboshi certification in recognition of our past activities.
- Act on Advancement of Measures to Support Raising Next-Generation Children: This law was enacted in order to create an environment in which children, who will be responsible for the next generation of society, are born and raised in good health.
- Act on Promotion of Women's Participation and Advancement in the Workplace: This law requires companies to create a system in which women can balance both work and life by enhancing the workplace so that women can make active efforts.
- Support Area for Work-Life Balance: This website displays the action plans developed by companies and information that supports companies and employees who are trying to balance work and family life.
- Database of Companies Promoting Women's Active Engagement: This website publicizes action plans developed by companies and their reports on women's activities in the company.
Employment of people with disabilities
We are progressing with initiatives aimed at the creation of a workplace where people with disabilities and those without disabilities can work and enjoy job satisfaction. We are widening the scope of the work that people with disabilities conduct as well as increasing the workplaces they can enter, thereby raising the hiring rate of people with disabilities. In September 2019, KYB established the Work Support Center, which conducts activities aimed at promoting employment and increasing the retention rate in cooperation with each department within the Company, government offices, schools, and various associations. At the end of March 2019, the disabled employment rate was 1.88%, and it has risen to 2.66% as of the end of March 2025. This surpasses the legal employment rate of 2.50%, which came into effect on April 1, 2024. Going forward, we will continue our efforts to hire people with disabilities.
- The scope is for KYB.
Work-Life Balance
To create a workplace environment in which employees can work with peace of mind and to support a healthy work-life balance, KYB has introduced a range of systems, including telework, flextime, childcare and nursing care leave, short-time working arrangements, and leave for employees whose spouses are transferred to another location. By promoting understanding of these systems, we are fostering workplaces that enable more diverse and flexible ways of working. At the same time, we are improving productivity through business process rationalization and curbing long working hours by encouraging the use of annual paid leave, thereby enhancing employee engagement.
With regard to childcare-related systems in particular, we are promoting active participation by male employees in childcare. Initiatives include the preparation and dissemination of a "Guidebook for Childbirth and Childcare" tailored for female employees, male employees, and managers, as well as the establishment of consultation desks at each worksite. As a result of these efforts, the childcare leave utilization rate among eligible male employees reached 93% in FY2024.
- The scope is for KYB.
| Item | FY2024 | FY2025 Target |
|---|---|---|
| Degree of Job Satisfaction | 59.8% | 60% or more |
- The scope is for KYB.
Human Resource Development
To enable employees to acquire these pillars, we have clearly defined the qualities and skills required at each career level and for specific objectives, and have systematically structured our education and training programs. These programs include group-based training, on-the-job training (OJT), and other learning opportunities.
With regard to fostering awareness of norms and ethics, we continuously refine training content and materials each year in order to instill a strong sense of ethical awareness in every employee and promote open and transparent workplaces. We conduct annual refresher training for all employees each October, as well as ethics training at the time of promotion.
