Fostering a culture that empowers individuals
(Diversity, Equity & Inclusion)
Basic Policy
We believe that the promotion of DE&I is a means of culture reform and that each individual’s unique values and ideas will create unprecedented “creating experiences (Koto-zukuri)” businesses. To this end, we aim to review conventional customs and ways of thinking whenever necessary and create an environment in which people can exchange opinions with each other in peace, recognizing their “individuality” regardless of race, religion, nationality, gender, age, sexual orientation or gender identity, disability, job title, or other attributes.
DE&I Statement (Management Commitment)
“Respect the Individual” is one part of the Alps Alpine Management Approach and the very essence of diversity, Equity and inclusion. The goal is to ensure everyone respects one another and is invigorated in their jobs. The pursuit of this goal gives rise to innovation that spurs the company to further growth.
First, we will look to increase diversity at the decision-making level by appointing more women to managerial positions.
Senior management will also grapple directly with the issues – namely, parental leave for men and matters concerning veteran employees, disabled employees, employees of different nationalities, and LGBTQ+. Alps Alpine seeks to actively promote diversity, Equity and inclusion.
Hideo Izumi
Representative Director and CEO
Ensuring and Fostering Diversity in Managerial Appointments
Alps Alpine develops human resources for promotion to managerial positions in a systematic manner. Ongoing motivational and development support is provided to manager candidates identified in each department.
To raise the level of diversity among our decision makers, we have set a target for increasing the percentage of managers in Japan who are women. We are directing effort into (1) strengthening recruitment and retention of new-graduate women employees; (2) supporting career design for women employees; and (3) promoting the personal development of women employees, including through external training programs.
| Ratio of Women in Management Positions (Non-Consolidated) |
FY2021 | FY2022 | FY2023 | FY2024 | FY2025 |
|---|---|---|---|---|---|
| 2.4% | 3.1% | 3.5% | 4.0% | 3.9% |
Career Design Support for Women Through External Training
Since fiscal 2021, Alps Alpine has had employees participate in leader development training for women run by a non-profit organization*1. Through the training, the employees gain greater understanding about business and the social environment and get to consider their own career and leadership. They also gain diverse perspectives and additional connections through interaction with women at other companies. Back in the workplace, participants put knowledge acquired during the training into practice and relay what they learned to others through in-house seminars. In addition, the Company has an in-house program, Naname 1-on-1, enabling women to consult with women in managerial or engineering roles in other departments about their careers.
A seminar presented by participants in leader development training for women
Diversity Management Training for Managers
In fiscal 2024, we commenced in-house training with a view to enabling diversity management to harness the capabilities of a diverse workforce by bringing out the talents of individual employees. Primarily for managers, recommendations from past participants have led to an increase in applications for the voluntary training. Around 200 people took part over two years.
Participants learn about the social background behind calls for diversity, equity and inclusion (DE&I) as well as basic knowledge about themes such as unconscious bias, gender, disabilities and LGBTQ+. In group discussions, participants also share their opinions on approaches in the workplace. They offer an opportunity to consider how ideas could be implemented in day-to-day management.
In addition, because we regard manager understanding and action as vital to building an organization that empowers diverse human resources, we have ensured that male managers take part in diversity management for managers hosted by a non-profit organization*1 since fiscal 2022. Participants share and apply what they learned in their workplaces.
In-house training
Presentation by training participants
*1 J-Win (Japan Women’s Innovative Network) is an NPO that promotes and supports diversity management and women’s leadership development in Japanese companies.
Creating Comfortable and Reassuring Workplaces for Everyone (Work–Life Balance)
Creating Comfortable, Reassuring Workplaces
So that each and every employee can continue to work with peace of mind, Alps Alpine puts in place a variety of systems to accommodate diverse life stages and individual circumstances. The various systems are outlined here.
To ensure that employees can make use of systems when they need them, information is made available on the in-house portal website, and ongoing communication and awareness-raising are undertaken through briefings and seminars.
Promoting Parental Leave
Alps Alpine strives to create environments allowing employees of any gender to keep working through different stages of their life as they balance their careers with raising a family. We work to promote awareness about parental leave, and a change of mentality, especially among men by covering parental leave in in-house training for managers and through joint efforts with the workers’ association, the contact for employee consultations. As a result, 72.9% of eligible male employees took parental leave in fiscal 2025. The average number of days of parental leave taken by men grew to approximately 74 days.
| Percentage of Applicable Male Employees Who Took Parental Leave (Non-Consolidated)* |
FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| 53.7% | 66.2% | 72.9% |
| Average Number of Days of Parental Leave Taken by Male Employees (Non-Consolidated)* |
FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| Approx. 67 days | Approx. 59 days | Approx. 74 days |
* Includes all types of childcare leave stipulated by the Company
Support for Caregiving
As Japan’s population continues to age, more employees are having to balance their jobs with family caregiving responsibilities. At Alps Alpine, we hold seminars to impart basic knowledge about caregiving and related company systems, and we endeavor to provide information and ensure suitable opportunities for consultation to help employees balance caregiving and work. We strive to create environments allowing employees to stay in work rather than set aside their careers to care for family.
A caregiving seminar
Creating Workplaces Where Diverse Employees Feel Invigorated in Their Work
Promoting Employment of People with Disabilities and Creating Comfortable Workplaces
Since fiscal 2022, we have been expanding job opportunities for people with disabilities through acceptance for work experience and collaboration with outside support organizations.
We aim to create environments where employees, after joining the Company, will feel at ease and be able to fulfill their potential. This includes allocating additional multi-purpose special leave to employees with disabilities, installing accessible toilets, using sign language and translation systems in training and meetings, and providing training for employees in workplaces where people with disabilities are placed.
To promote understanding about disabilities, in fiscal 2024 and 2025 we held in-house lectures for people with disabilities to share their own experiences. Through initiatives such as these, we are encouraging mutual understanding and creating workplaces where everyone is empowered.
Lecture with the presenter using sign language
| Employment Rate for People with Disabilities (Non-Consolidated)* |
FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| 2.6% | 2.7% | 2.6% |
* As of June 1 of the following fiscal year; calculated based on the Act to Facilitate the Employment of Persons with Disabilities
Voice
To Be a Company Where We Can Harness Our Potential Regardless of Disabilities
I am hearing impaired and communicate with others by lip reading and interpreting their expressions. Having impaired hearing tends to result in poor communication and so I advise colleagues and relevant departments about ways they can help. Using email and speech recognition features, we keep one another updated on processes, working to improve operational efficiency.
I hope we can make Alps Alpine a company where we value individuality and support one another so that everyone, with or without disabilities, gets to harness their potential.
Mayuki Numata
Quality Planning Dept.
Creating a Comfortable Work Environment for Foreign Employees
At Alps Alpine, we take on diverse foreign employees, including those hired as regular employees, seconded from overseas affiliates, or joining under our new-graduate intake program. To make the transition smooth, efforts are made to enhance the workplace environment. This includes holding “easy Japanese”* study sessions for coordinators in departments taking on foreign employees, and the appointment of multiple supervisors. We also take religious needs into account, arranging prayer spaces and suitable living environments. In this way, we create workplaces where foreign employees can work with peace of mind.
* Easy Japanese: Japanese that has been paraphrased into words and expressions that are easy to understand, considering ease of understanding by foreign employees.
study sessions on "easy Japanese"
Expansion of Professional Name Eligibility
In fiscal 2024, we expanded eligibility to use a professional name to employees with foreign roots and to sexual minorities, in addition to employees who are married or divorced. Eligible employees can choose the name they wish to be called at work.
Pride Parade Support and Participation
Alps Alpine encourages understanding about LGBTQ+ and aims to foster a culture of mutual respect for the individuality of colleagues among employees.
Since fiscal 2024, the Company has been supporting both Tokyo Pride (formerly Tokyo Rainbow Pride) and the Miyagi Nijiiro Parade. In 2025 and 2026, around 20 people from Alps Alpine, including officers, took part in Tokyo Pride.
Aiming to be an LGBTQ+-friendly company, our efforts have included creating a rainbow logo and extending eligibility for welfare programs to de facto partners and same-sex partners, as well as their children.
Employees who participated in the TRP parade and their families
Establishment of a Diversity Consultation Desk
Alps Alpine has set up an in-house consultation desk to field consultations regarding age, disability, diversity management in the workplace, use of company systems by employees with same-sex partners, and SOGI*.
* Sexual orientation and gender identity
DE&I Enhancement Periods
Alps Alpine started holding a “DE&I Expo” in fiscal 2023 as an opportunity to raise awareness about the importance of DE&I as a concept and to learn about the diverse sets of values represented in the company.
In fiscal 2026, under the theme “Being There for People – First Steps,” we held a number of lectures on DE&I as a way of embodying “be there for people” elements of the Corporate Vision and the Code of Conduct. A total of 1,000 employees took part. It was an opportunity for them to consider what they could implement in their everyday work lives and how diversity might shape leadership.
We will continue our awareness-raising activities to ensure we are an organization that draws on the abilities of diverse human resources.
| FY2023 | Lecture by J-Win Board Chair Yukako Uchinaga |
|---|---|
| Lecture by Alps Alpine outside director and Audit and Supervisory Board member Yuko Gomi | |
| Lecture by NPO Tokyo Rainbow Pride co-chairperson Fumino Sugiyama | |
| FY2024 | Lecture for discussing experiences relating to disability |
| Talk by employees rehired on mandatory retirement | |
| Easy Japanese language course (sentence writing) | |
| External diversity management training presentation | |
| LGBTQ+ study session | |
| FY2025 | Lecture by Dai Nippon Printing Co., Ltd. Managing Director Minako Miyama |
| DE&I basics study session | |
| Talk by employees rehired on mandatory retirement | |
| Lecture on promotion of women’s empowerment | |
| Briefing by outside training (J-Win) participants | |
| Introduction to visual assistive device development by visually impaired personnel | |
| Lecture by male managers who have taken parental leave | |
| Roundtable discussion on the appeals of global business | |
| Lecture by people with lived experience of developmental disability | |
| Seminar on balancing caregiving and work | |
| LGBTQ+ study session | |
| Unconscious bias study session | |
| FY2026 | Lecture on careers by outside training (leader development training for women) participants |
| Lecture by outside training (diversity management training for male managers) participants | |
| Talk by employees rehired on mandatory retirement | |
| Study session on color vision diversity and color universal design | |
| Study session on health conditions specific to women | |
| Lecture by employees recruited mid-career | |
| Lecture by joint representatives of the Miyagi Nijiiro Parade | |
| Display of posters introducing systems supporting diverse careers and work styles |
DE&I lecture by Managing Director Miyama of Dai Nippon Printing Co., Ltd.
Presentation of posters introducing systems supporting diverse careers and working styles
Study session on color vision diversity and color universal design