Diversity, Equity & Inclusion

Our Approach to DE&I

Every individual is different, including such invisible differences as gender, nationality, the presence or absence of disability, age, experiences and values. At Yonex, we consider everyone’s individuality as our invaluable asset. We accept and make use of each other’s differences and promote DE&I by pursuing efforts including the advancement of women, promotion of global human resources, and the hiring of people with disabilities. As we respect diversity and pursue it as a driving force for our growth, we continue to enhance the environment that allows every employee to maximize their capabilities.

Promotion of the Advancement of Women

We see our employees as our assets, and we use the term “human assets” in our recruitment and training efforts. In order to grow in the global market, it is important to build an organization that taps into diverse perspectives. We believe that promoting the advancement of our female employees is particularly important in driving our growth further. Creating an environment that allows our female employees to thrive more is an important task we face, and one which we continue to strive for.

1. Promotion of Women into Managerial Roles

Percentage of Women on the Executive Board

	June 30, 2021	June 30, 2022	June 30, 2023	June 30, 2024	June 30, 2025
Directors	25.0% (2/8)	28.6% (2/7)	25.0% (2/8)	25.0% (2/8)	28.6% (2/7)
Executive Officers	16.7% (2/12)	18.2% (2/11)	28.6% (4/14)	28.6% (4/14)	28.6% (4/14)
Audit & Supervisory Board Members	33.3% (1/3)	33.3% (1/3)	33.3% (1/3)	33.3% (1/3)	33.3% (1/3)

<Target for the ratio of women in managerial positions>

Goal:　Percentage of Women in Managerial Positions (manager or higher) 30% by 2030

Percentage of Women in Managerial Positions (Manager or Higher), Excluding the Consolidated Subsidiaries

2. Active Hiring of Women

Percentage of Women Among the Employees Hired, Excluding the Consolidated Subsidiaries

	2020（※）	2021	2022	2023	2024
College Graduates	-	40.0%	50.0%	49.1%	47.9%
Mid-Career	28.6%	56.2%	42.8%	50.5%	57.3%

3. Training to Promote the Advancement of Women

• Conduct workshops under the theme of women’s advancement and raise awareness
• Hold lecture meetings by inviting role models from within and outside of the company
• Support further advancement by holding training specifically designed for female managers
• Hold meetings between female employees and Human Resources Development to gather information and develop corrective measures for any issues identified

4. Support to Achieve a Balance Between Work and Child Rearing

• Create an environment that allows women to work while raising children, including a shortened working time schedule.
• Support women’s return to work through the shared use of day care at the workplace
• Share information about the company while taking childcare leave
• Hold follow-up meetings with women on their return to work
• Exchange information with those who have taken childcare leave to foster a better working environment

Promotion of the Advancement of Foreign Nationals and Mid-Career Hires

To expand our business in the global market, we actively hire and promote foreign national employees in overseas subsidiaries and headquarters. We also enhance the recruitment of experienced mid-career employees and fairly promote them to managerial positions.

Related Information