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Diversity Promotion

The maximization of the capabilities and strengths of diverse employees is critical for active innovation and corporate growth. Based on this belief, the Toshiba Memory Group has positioned the promotion of diversity as one of its integral management policy visions.

Policy on Diversity Promotion and Management Structure

Toshiba Memory Group promotes diversity to quickly respond to the business environment and market needs that continue to diversify. We are endeavoring to create a culture that enables a diverse range of employees to play active roles irrespective of gender, nationality, or whether they live with a disability.

We are positioning Toshiba Memory's Human Resources and Administration Division as the promoting organization, which will work on advancing diversity measures as a general human resources matter.

Promoting the Career Development of Female Employees

Toshiba Memory Group is promoting various ways for female employees to succeed at work. In FY2017, we tracked the progress of training for female manager candidates, and conducted training to raise awareness about the program for managers and workers.

Main data concerning promoting the career development of female employees, Toshiba Memory

Item Actual
Percentage of female managers*1  


Percentage of female officers*1


Percentage of female recruits*2


Percentage of female employees*1

Male 92%、Female 8%

Average length of service years*3

All 17.2 years (Male 17.5 years, Female 13.6 years)

*1 As of April 1, 2017

*2 New graduate employees as of April 1, 2017

*3 Recruitment of new university graduates at TMC to start work in April 2017 has been canceled.

Recruiting More Non-Japanese Employees and Utilizing Them Effectively

As part of our diversity promotion program, we are increasing the recruitment of non-Japanese employees.

In addition to employing people who have studied in Japan as foreign exchange students, we have been carrying out our Global Recruitment Program in an effort to directly recruit students graduating from foreign universities.

Employment of People with Disabilities

As of April 1, 2018, the percentage of employees with disabilities has become 1.46% in Toshiba Memory.

Activity Example: Sign language club

Toshiba Memory Group provides employees with a monthly sign language lesson, Toshiba Sign Language Club. At the club, employees with impaired hearing serve as instructors, teaching sign language to facilitate smooth communication and providing information to promote understanding of hearing disabilities.

Promoting Work-Life Balance

Toshiba Memory is striving to enhance our employees' work-life balance.

At Toshiba Memory Group companies, each employee promotes activities to increase productivity by changing their working styles and methods.

Reduction of Working Hours and Consideration of Working Hours

In Toshiba Memory, the average total number of annual actual working hours per employee was 2,068 hours, and the average number of annual non-scheduled working hours per employee was 215 hours in FY2017.

Toshiba Memory Group is making the transition to a style of work that does not depend on overtime work. The purpose is to better utilize our diverse workforce and to promote a good work-life balance.

Key systems and measures concerning working hours in FY2017, Toshiba Memory

System/measure Overview

Flexible work system

Flextime system

Long Leave System

Employee can avail of a maximum of 20-day accumulated leaves for clear and meaningful objectives, such as self-development, social contribution activities, nursing, and also for treatment of non-occupational injuries and diseases, and other conditions including infertility.

"Family Day" initiatives and days set to leave the office at normal quitting time

In order to accelerate WSI and create time for employees to spend with their families, employees are prompted to leave work at the official quitting time at least two days during Japan's "Family Week" in November. Special announcements and after-hour patrols will be made to promote awareness during such days.

Annual Paid Vacation

For the employees' rejuvenation, Toshiba Memory has been facilitating the planned use of annual paid vacation.

Making working hours visible

Toshiba Memory has introduced systems such as "Monitoring Display of Office-Stay Hours", "Work Record Notification", and "Work Record Display" to increase transparency of working hours.

Addressing long working hours at workplaces

We implement measures in various divisions and business sites to address the problem of long working hours, and publish case examples on our intranet site to spread good practice among departments (e.g. declaring target time (time of leaving work), forbidding employees from coming to work on Sundays in principle, banning late-night overtime in principle, setting "focus hours," and banning meetings outside normal working hours in principle).

Activity Example: Use of the system to make working hours visible

In order to effectively monitor the working conditions of our employees, Toshiba Memory Group launched a system that allows employees to visually monitor working hours on their computers. We also started using the systems called Work Record Notification and Work Record Display in order to ensure for employees and their superiors to pay constant attention to work hours.

The Work Record Notification system automatically sends an e-mail to each employee and their superior on the work record of the employee. The Work Record Display system indicates each employee's current work status with three signal colors (red, yellow, and green) to draw attention to overtime work hours.

Supporting employees in balancing work with childcare/nursing care

Toshiba Memory Group has been supporting employees to balance their work and personal life. We have implemented various measures and systems that surpass the legal obligations, and continue to make them more adaptable and flexible. Under our Hourly-Unit Annual Leave system, employees can take leave on a quarter-hourly basis instead of hourly when they take leave exceeding an hour.

The Major Supporting Systems for Employees' Work and Childcare (FY 2017, Toshiba Memory)

System Toshiba system As required by law
Childbirth/Child-rearing Childcare leave Period Until the end of the month in which the child turns 3 years old Up to 1 year old except when certain requirements are met
Number of times Up to three times per child Up to once per child
Paternity leave Up to 5 paid holidays (100%) consecutively or separately, within 6 weeks of the birth
Short-time shift Target Employees who are raising children who have not yet completed elementary school Employees who are raising children under three years old
Others 1) No limits to the number of times one can apply
2) Possible to combine with the flextime system
3) Can be set in 15-minute units
Hourly leave system Leave is available in 1-hour units. If more than one hour is taken at a time, however, employees may take leave in 15-minute units for those over an hour.
Family care Family care leave Up to 365 days in total per person requiring nursing care Up to 93 days in total per person requiring nursing care
Hourly leave system Leave is available in 1-hour units. If more than one hour is taken a time, however, employees may take leave in 15-minute units for those over an hour.
Returning to work Subsidies for expenses Allowance for raising the next generation To be provided to each eligible child
(The child being taken care of by the spouse of the applicant, who works for the other company, is also eligible for the allowance.)
Welfare system “Teatime” For child-rearing, nursing care, and the purchase of company products, points will be worth 1.2 to 1.5 times the value of normal points.
Mutual understanding program The program offers the opportunity for employees to discuss future career plans and any necessary arrangements with their superior and HR personnel before taking a leave of absence or after resuming work, thus helping to reduce concerns of the employees who take such leaves.
Reemployment system
(return to work system)
Established a system to reemploy employees who had to resign for the following reasons:
1) Resignation in order to accompany a spouse who has been transferred (within 5 years)
2) Resignation in order to provide nursing care for those requiring nursing (within 3 years)
3) Resignation for childbirth, childcare, and raising children (within 3 years)


Toshiba Corporate Pension Plan

For our employees' lives after retirement, we have the Toshiba Corporate Pension Plan (defined benefit plan), in addition to their old-age pension from Japan's welfare pension insurance scheme. In October 2015, we also introduced a defined contribution pension, in order to improve employees' post-retirement funds still more.

Teatime, a selective welfare system

Toshiba Memory offers a selective welfare system called “Teatime” under which employees can make choices according to their needs and receive subsidiaries from a wide range of welfare benefits. The system also covers support for childcare and nursing care, including costs for day-care centers, child-rearing, education, and nursing care.

* We stopped providing welfare benefits in FY2017, restarted from FY2018.

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