Diversity & Inclusion
Basic Views
The Global HRM Policy specifies the Group’s commitment to the creation of an environment that helps employees realize growth and self-actualization through work, the provision of various career opportunities regardless of national origin, race, ethnicity, religion, gender, gender identity, sexual orientation or disability, the promotion of diversity & inclusion (D&I) and the development of global leaders, in order to accelerate our global human capital recruitment, promotion and development.We have declared the policy to inform people in and outside of the Group about it.
To realize diversity and inclusion, it is significant to not only support diversity but also ensure that the employees show collective strength for achieving the same goal in an organization where their diversity is accepted and utilized and all of them can work actively with a sense of satisfaction and show their abilities to the fullest. We are taking various initiatives for this purpose.
The initiatives described below, marked with an asterisk (*), are those we have implemented in Japan.
Our subsidiaries across the globe may implement other programs that are consistent with the concept of equal employment opportunity and applicable local laws.
Targets
Targets to achieve the Mid-term Management Plan 2025
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Promote initiatives to appoint and develop Global Executives
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Appoint non-Japanese employees as officers and senior management staff at overseas Group companies
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Percentage of females among new graduate hires : Business 40%, Engineering 15%
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Percentage of females in managerial positions (section manager level and above) : 4.0%
Initiatives
The initiatives described below, marked with an asterisk (*), are those we have implemented in Japan.
Our subsidiaries across the globe may implement other programs that are consistent with the concept of equal employment opportunity and applicable local laws.
Development of D&I Awareness by Sumitomo Electric in Japan (*)
To permeate D&I, we have been raising awareness by streaming videos of dialogue between prominent outside individuals and Sumitomo Electric officers on the themes of team building and leadership that enable diverse human capital to demonstrate their capabilities. The Group works to improve management skills in the workplace with the aim of ensuring that diverse human capital can demonstrate their capabilities to the fullest extent possible and produce the desired results.
Global Grade System and Global Executives
The Group has introduced the Global Grade System as a personnel system that allows capable and qualified personnel to work across the boundaries of individual companies and aim to advance their careers so that they can take on management responsibilities at Japanese and overseas Group companies and even higher responsibilities. Under this system, officers of overseas subsidiaries excluding subsidiaries of listed companies and those in equivalent positions are positioned as those in the grade “GL” and are recognized as “Global Executives.” Currently, 42 executives from overseas Group companies are recognized as such. As global leaders, they transcend the boundaries of individual companies to tackle more advanced management challenges and contribute to the development of the Group.
Area Committee
In 2015, the Group introduced the Area Committee system with the following aims: (1) to increase the presence of each Group company based on the characteristics of their country or region, (2) to utilize the knowledge and experience of Global Executives, and (3) to build networks among Global Executives. Currently, the Group has four committees: the Americas, EU/Africa, Southeast Asia/Australia (APAC), and Greater China. With more than 500 Group employees, primarily Global Executives, constituting the membership, the committees are working on a wide variety of themes in each area, including developing human capital and strengthening manufacturing capabilities.
The activities and recommendations of the Area Committees are reported by Global Executives to the management of the Company, at the SEG Global Executive Conference in Japan, an annual event where Global Executives gather at the headquarters of the Company, and at the Regional Executive Conferences, annual events where the management from the Company and overseas affiliates gather in each of the four regions: the Americas, EU/Africa, Southeast Asia/Australia (APAC), and Greater China.
Moreover, in fiscal 2024, the Group began to organize conferences to promote cooperation between the areas, transcending the framework of the Area Committees. The Group will leverage these conferences to further promote communication between the areas and accelerate management based on the Global HRM Policy within the Group and cooperation between affiliates.
Distribution of Group Magazine
We distribute a monthly publication called "Sumitomo Electric Group TODAY" to our employees around the world. It is published in six languages. "Sumitomo Electric Group TODAY" aims to promote understanding and appreciation of Sumitomo's business spirit, the management philosophy and policies of the Sumitomo Electric Group, and our vision. It disseminates information such as interviews with global executives and business activities in various countries, and strives to foster information sharing and a sense of unity among global employees towards the realization of a "Glorious Excellent Company".
Promotion of Diversity Recruitment by Sumitomo Electric in Japan (*)
To push forward with new businesses and global expansion, Sumitomo Electric actively recruits diverse talent, including females, international students, non-Japanese workers, and people with experience working for other companies.
In fiscal 2024, the Company hired 585 people, including 100 females and 197 people with experience working for other companies. The Company actively hires non-Japanese workers and graduates from overseas universities, with the total number of non-Japanese employees currently being 102.
Promotion of Employment of People with Disabilities (*)
We promote initiatives to realize a society where everyone can work in a lively manner regardless of disability.
In addition to the initiatives that Sumitomo Electric had long implemented, the Company established Sumiden Friend, Ltd. (Sumiden Friend) as a special subsidiary* in its Itami Works in 2008 with the aim of further promoting the employment of people with disabilities. Currently, Sumiden Friend has six offices at Sumitomo Electiric’s main sites, where 107 people with disabilities work while demonstrating their capabilities. In response to orders placed by the Group companies, Sumiden Friend provides a wide variety of services, including document organization, data entry, manufacturing-related auxiliary material production, and foliage plant maintenance. Moreover, since 2023, Sumiden Friend has set up farms near the relevant works and provides vegetables to the employee cafeterias, thereby expanding the range of work available to employees with disabilities.
Furthermore, in the Group, Sumitomo Wiring Systems, Ltd., Sumitomo Riko Company Limited, and Nissin Electric Co., Ltd. have established special subsidiaries and are striving to foster collaboration through networking and other events.
We will continue our efforts to create workplaces where people with disabilities can work while feeling satisfied with their work.
*Special subsidiary: Subsidiary established by a company for the purpose of employing persons with disabilities based on the Act to Facilitate the Employment of Persons with Disabilities. Certification by the government is required. Workers (people with disabilities) employed by a special subsidiary can be considered as employees of its parent company (or corporate group) and the employment rate can be calculated accordingly.
Gender Compensation Gap by Sumitomo Electric in Japan (*)
Although the Company does not set gender-based treatment dierences in its personnel system, a gender compensation gap exists because the average age of male employees and the percentage of male managers are higher than those of females.
Behind this may be that while many male employees have been with the company for a long time, many female employees in the past left the company after marriage or childbirth. In recent years, the Company has been working to promote and retain female employees by improving measures to support their career development and work-life balance, while also actively recruiting females.
Women's Empowerment by Sumitomo Electric in Japan (*)
We strive for women’s empowerment with the recognition that it is one of the driving forces to promote diversity and inclusion While paying attention to various aspects of diversity, we consider women's empowerment, which is one of the most familiar issues in the company, to be the first step toward promoting the establishment of an organization where employees with various attributes can feel rewarded and show their abilities to the fullest. With this recognition, we are working to take various measures, including the enhancement of organizational power and the creation of culture to develop human capital.
《 Support of Career Development 》
Women are more susceptible to life events and accordingly tend to have difficulty in imagining their career path. Therefore, we initiated a “mentoring program” for female managers and assistant managers elected from different divisions in fiscal 2021, which aims to support the autonomous career development of female employees and create an environment for human capital development that makes use of their individuality.
Promotion of Senior Human Capital’s Active Engagement (*)
In step with the shrinking of the working age population due to the declining birthrate and aging population, the age composition of the employees of the Company is changing. Amid the progress of changes in the business environment, in order to maintain and develop its business, it is essential to have older employees with extensive experience and high skills continue to play an active role. Therefore, Sumitomo Electric raised the retirement age from 60 to 65 in 2021. The Company will continue to consider measures to further promote senior human capital’s active engagement.
Creation of a Comfortable Working Environment for LGBTQ+ Employees by Sumitomo Electric in Japan (*)
In accordance with the Global HRM Policy, the Company is working to prevent discriminatory treatment based on gender identity or sexual orientation. Since 2023, while appointing external experts and providing dedicated LGBTQ+ consultation (both in-house and outsourced services), the Company has been making efforts including promoting understanding of LGBTQ+ issues through various internal human rights training programs, creating a comfortable working environment, and ensuring opportunities for consultation.
Creation of a Comfortable Working Environment for Non-Japanese Employees (*)
To create a comfortable working environment for non-Japanese employees, since 2017, Sumitomo Electric has operated a support desk capable of handling inquiries in Japanese, English, and Chinese, while implementing other measures, such as ensuring that the systems for attendance management and travel expense reimbursement are used in Japanese and English, issuing pay slips and internal regulations in English, and setting up prayer rooms at major bases.
External Assessment of Sumitomo Electric in Japan (*)
■“Eruboshi” certification
In August 2016, the Company was certified with the highest 3 star ranking of “Eruboshi,” a certification granted by the Minister of Health, Labour and Welfare to companies that are outstanding in terms of efforts to promote females’ active engagement based on the Act on the Promotion of Women’s Active Engagement in Professional Life.
■Selection as a Nadeshiko Brand
In March 2024, the Company was selected as a FY2023 Nadeshiko Brand by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange in recognition of being a listed company that excels in promoting females’ active engagement and an attractive brand that emphasizes the improvement of corporate value over the medium to long term. It was the fifth such selection, following FY2016, FY2018, FY2020, FY2021, and FY2023.
■Selection as “Next Nadeshiko: Companies Supporting Dual Careers and Co-parenting”
The Ministry of Economy, Trade and Industry certifies listed companies that are committed to the promotion of females’ active engagement toward enhancing their corporate value and that are outstanding in terms of efforts to help all their relevant employees, regardless of gender, engage in “dual careers and co-parenting” as “Next Nadeshiko: Companies Supporting Dual Careers and Co-parenting.” The Company was certified in March 2025.
