Achieve diversity and inclusion

Relationship to SDGs

Goal Target
No. Initiative
5. Gender equality 5.1 End all forms of discrimination against all women and girls everywhere
5.5 Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life
5.b Enhance the use of enabling technology, in particular information and communications technology, to promote the empowerment of women
10. Reduced inequalities 10.2 By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status
SDGs
SDGs pursued by Daifuku

KPI

Initiative Target
FY2021 FY2022 FY2023
Number of female employees in managerial positions 19 people 25 people 30 people
Employment rate of people with disabilities 2.3% 2.3% 2.3%
Rate male employees take paternity leave 5% 8% 10%

Sustainability Action Plan(PDF : 278KB)

Promotion Framework

In response to the conditions of the countries and regions we primarily operate in, the Personnel and General Affairs Department primarily promotes diversity and inclusion with training, event planning and more. At our mother factory—the Shiga Site—we also educate and train employees with disabilities so that they can obtain skills specialized to their work in the factory.

Total number of employees by region (as of end of March 2021)

Employee data (Daifuku Co., Ltd.)

  FY2018 FY2019 FY2020
Number of employees Male 2,444 2,580 2,660
Female 328 348 382
Total 2,772 2,928 3,042
Average age Male 42.0 41.4 42.7
Female 40.9 41.3 42.8
Total 41.8 41.4 42.7
Average years of service Male 16.1 15.4 16.4
Female 14.6 14.6 13.0
Total 15.9 15.3 16.0

Action

Empowering womenKPI

We aim to be a company that enables all employees to participate actively, but a lack of balance in terms of the number of male and female employees and managerial staff is regarded as an issue that needs addressing. Therefore, in order to promote diversity, we have implemented a variety of measures to create an environment in which women can play an active role. Since 2016, we have held Female Leadership Training Sessions three times each year as an initiative to support the career development and active participation of female employees. Moreover, we hold Childcare Leave Management Seminars for managerial staff at workplaces with staff who are returning to work after childcare leave or who have shortened work hours.

The number of women in management positions fell short of the plan for fiscal 2020. We will further strengthen and implement initiatives to promote women to management positions in the future.

  FY2018 FY2019 FY2020
Number of female employees in managerial positions 15 17 18
  • *The number of female employees in managerial positions is calculated based on the people who are the equivalent to section manager or higher.

Employment of persons with disabilities (as of June 1)KPI

In addition to our efforts to expand the job scope of people with disabilities at our main sites in Osaka, Tokyo, Komaki, and Shiga, we are continuing our efforts to employ people with disabilities by setting up an environment where staff with disabilities can work at the Work Happiness Farm in Kasugai City, Aichi Prefecture in 2019. In addition, the Shiga Works has been continuously hiring on a regular basis in cooperation with the Public Employment Security Office, employment advisors, and school personnel, etc. As of June 2021, the employment rate was 2.54%, compared to the legally mandated rate of 2.3%. In the future, we will continue to focus on initiatives tailored to the circumstances of each business location to help achieve an inclusive society.

  FY2018 FY2019 FY2020
Employment rate 1.80% 2.17% 2.49%
  • Harvesting work at the farm

    Harvesting work at the farm

  • Harvested vegetables are served at the cafeteria

    Harvested vegetables are served at the cafeteria

Diversity training

Daifuku sends out a variety of information over our internal company network to employees both inside Japan and overseas. With the Sustainability Site, we invite external teachers in and hold training sessions for employees, and work to promote understanding through sharing of videos of these sessions. In February 2020, we held a session on diversity and inclusion, and we ensured all of our employees had a deeper understanding of equality of opportunity and how to think about diversity.
Moreover, to promote a deeper understanding of various disabilities, we held experience-based disability perception training with the aim to resolve challenges and prevent the occurrence of problems in the workplace.