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Human Resource Management

Diversity and Inclusion

Policy and initiatives for promoting diversity with the aim of encouraging diverse talent to fully display unique potential

Basic Policy
Promoting empowerment of women
Employment of Persons with Disabilities
Other Support Initiatives for Diversity
Related data

Basic Policy

Message from the CEO

Diversity is a driving force for OMRON’s growth.

We at OMRON uphold the idea of "respect for all" as one of Our Values that we live up to as we implement the OMRON Principles.

Based on this value, we aim to become a corporate group that encourages a diverse assembly of people with varied thoughts and value perceptions to fully demonstrate their capabilities and bring out their unique potential. In such a corporate group, all people must be given equal opportunities to play an active part in the workplace without regard to nationality, religion, marital status, gender, sexual orientation or gender identity, disability, or other attributes. If diverse people who work at OMRON challenge themselves with a shared vision and goals while living up to the OMRON Principles, it will lead to innovation.

I believe that this in turn will allow us to solve various social issues through our business. Our goal is to become a corporate group that people can always depend on, and an organization that continues to live up to the high expectations of people from all over the world.

To make this happen, we will continuously strive to embrace diversity in our workplace.

Promoting diversity at work

"Respect for all" is one of Our Values in the OMRON Principles. As such, OMRON group strives to become an organization in which people with varied beliefs and value perceptions will be able to fully demonstrate their capabilities and bring out their unique potential. In the OMRON Group’s VG2.0 medium-term management plan, the Human Resources strategy focuses on promotion of diversity as one of the core strategies.

OMRON encourages a diverse group of people to take on challenges with a shared ambition based on the OMRON Principles. By so doing, OMRON strives to create innovation and resolve social issues through business.

Reflecting these challenges, OMRON received two honors at the same time in fiscal 2017: "New Diversity Management Selection 100" project and "Nadeshiko Brand" designation, both organized by the Ministry of Economy, Trade and Industry. OMRON has been included in “Nadeshiko Brand” for the third consecutive year since then.

Promotion system

In 2012, OMRON set up a dedicated department to promote diversity at work. The department is continuously promoting diversity by improving working conditions so as to empower and motivate a diverse range of employees to take on more responsible roles in the global workplace.

Promoting Empowerment of Women

Encouraging a diverse group of role models to bring out women’s potential toward creating new value

The OMRON Group is committed to recruiting talented people in various areas without regard to gender, while also working to establish a workplace environment that can motivate them to put their capabilities to the fullest use.

To increase opportunities for women to play more active roles at work, the Group supports their career development and maintenance of work-life balance in tandem. Through this dual support, the Group strives to foster a diversity of role models for female workers. As part of career development support, the Group offers a female leader training program. Moreover, female employees are encouraged to build and expand women’s networking, and are given opportunities for self-study and development through participation in seminars, workshops, and information exchange meetings organized at each site. To help women achieve work-life balance, the Group is actively working with employees to improve working conditions. This is done through various measures that allow each member to put her capabilities to the fullest use. Examples include the issuance of guidelines, setup of a consultation office, and revision of personnel management systems. In order to accelerate these initiatives, the Group offers programs to help female employees to envision their career with medium- to long-term point of view and realize the career path, such as annual career/skill development interviews with their managers to support self-reliant career development, as well as “Application System” or “Open Recruitment System”. As a result of both implementing career support through programs tailored to each individual and offering flexible workstyle, the Group has achieved to promote growth of diverse members. Moreover, the Group’s personnel evaluation criteria for managers include “organizational reinforcement goals (organizational operation and talent development)” with the aim of developing diverse talents and giving them opportunities to work proactively. Stronger management skills that make the most of diversity have been enhancing employees’ awareness and creating workplace culture that can facilitate autonomous self-transformation and self-growth.

As a result of these efforts, the number of female leaders has gradually risen across the OMRON Group. As of April 2021, female director and officers numbered 4 in Japan (1 outside director, 2 executive officers, and 1 president of affiliated company). Female managers (managerial or upper-level positions or with specialist status) numbered 102, or 6.7% of managers. 502, or 9.3% women were in assistant-manager positions for the OMRON Group in Japan.

The number of female managers in Japan was 22 in 2012 when we started this initiative and now the number reached 102, growing fivefold. The Group enjoys diversified role models whose voices are reflected in various decision makings. The Group plans to increase the percentage of female managers to 8% in April 2022.

Going forward, the Group will continue to cultivate a corporate culture that makes it no longer special for all highly motivated employees have equal opportunities to assume leading roles at work. The Group will also promote initiatives to encourage female employees working at the Group to make an even greater contribution to raising its corporate value.

Number and ratio of women in managerial roles in the OMRON Group in Japan

  • * 2019 and before: Include OMRON Automotive Electronics Co., Ltd (OAE). OMRON’s shares in OAE were transferred in October 2019.

Action Plan for Promoting the Role of Women

The Act on Promotion of Women's Participation and Advancement in the Workplace came into effect on April 1, 2016 in Japan. In response, the OMRON Group in Japan created a set of specific goals and an action plan for promoting the role of women, based on the circumstances within each OMRON Group company. We have formally published these goals and our action plan for public reference.

Through this initiative, we hope to further expand the role of women within the OMRON Group. At the same time, we hope to foster an awareness and build a culture in which any employee can excel, growing as an individual together with the OMRON Group.

Action Plan

Revised: March 2019

OMRON Corporation Diversity Action Plan

Overview of Initiatives to Empower Women

Item Typical Initiatives
HR Development / Promotion
  • Career development/skill development interview
  • Leader training, career training and networking opportunities for female employees
  • Staff development training for managers
  • 360 Feedback of managers to value their actions of practicing OMRON Principles
  • Elimination of classification of employees into main career track and general staff work (2015)
  • Program to change job categories and employment systems
  • Setting targets for the number of female managers (April 2021: 8%)
  • Introduction of “Application System” and “Open Recruitment System”
Work Style Reform
  • Flextime system
  • Setting days to leave work on time
  • Successive holidays taken by each employee (5 days)
  • Leaving work by 8 pm, keeping overtime within 2 hours per day
  • Support initiatives to encourage self-development, health promotion, and personal/family lives
  • Option to work at home for those with children and/or parents in need of nursing care
  • Satellite offices in Kanto area
  • Half-day/hourly paid leave
Workplace Culture / Continuing Employment
  • Establishment of a diversity promotion department (2012)
  • In-company diversity seminar/training
  • Awareness enhancement for entire workplace
  • - Delivery of top executive messages/introduction of role models
  • - Seminar on elderly care issues
  • - Participation in "Iku Boss (managers who support working women) Alliance"
  • Establishment of support initiatives to achieve balance between work and family care
  • [Overall]
  • Leave for moving to a new home due to job transfer of spouse, area-limited work arrangement, commuting by Shinkansen bullet train, and returning to work (career reentry initiative) ★
  • Leave for care of sick/elderly family member (for family members within the second degree of kinship, paid, half-day leave is also acceptable) ★
  • [Pregnancy/giving birth]
  • Leave for infertility treatment (365 days max., may divide a year into portions) ★
  • Maternity leave (8 weeks before and 8 weeks after childbirth) ★
  • Paternity leave ★
  • [Childcare]
  • Childcare leave (Until the end of March at the child's age of 2 years max.) ★
  • Short working hours for childcare (Until the child graduates from elementary school) ★
  • In-company daycare centers (Keihanna, Kyoto)
  • [Care for sick/elderly family]
  • Leave for care of sick/elderly family member (365 days max., may divide a year into portions) ★
  • Short working hours for care of sick/elderly family member (Until the need for care is eliminated, may divide into portions) ★
Recruitment / Employment
  • Proactive publicity
  • Mid-career employment of female leaders
  • ★ exceeds legal standards

Initiatives supporting work-life balance from a medium- to long-term perspective

Career reentry initiative

This initiative gives hiring preferences to former employees who want to return to work after experiencing ongoing extenuating circumstances. Such circumstances may include relocation due to marriage or job transfer of a spouse, pregnancy, giving birth, care for a child or an elderly or ill family member, etc. The reentry application period is within three years after resignation, and reentered persons are employed as regular employees.

Leave for infertility treatment

In fiscal 2005, OMRON Corporation and some Group companies in Japan introduced a special leave for infertility treatment. Employees who require longer leave than annual paid holidays for advanced infertility treatment are eligible for taking this special leave (a maximum of 365 days, may divide a year into portions). Moreover, the OMRON Group employee association in Japan, named "WITH", began providing subsidies for infertility treatment in fiscal 2005. Should an employee or his/her spouse receive infertility treatment, the employee association provides a subsidy of up to 200,000 yen in total for two years maximum, provided that the sum of the public subsidy from the respective municipality and the subsidy from the association does not exceed the actual cost paid for treatment.
Going forward, OMRON will continue to meet employees’ needs for career plans that achieve a work-life balance.

Participation in the Council of Male Leaders Promoting Women’s Roles in Society

In May 2016, I began participating in the Council of Male Leaders Promoting Women’s Roles in Society, sponsored by the Cabinet Office. In addition, I joined the Council of Male Leaders Supporting Women's Roles in Society in Kyoto in July 2017. Promoting the active role of women in Japan is one of the most important issues facing Japan. At the same time, women are an indispensable part of the OMRON push for diversity.

  1. The Council issued a declaration based on three concepts:
  2. (1) Taking the lead in promoting the role of women;
  3. (2) Disrupting the status quo; and
  4. (3) Developing networks of like-minded leaders.

This declaration closely resembles how OMRON is supporting diversity in our company. Moving forward, I will continue to take opportunities to spread the message of diversity both inside our company and in public. I hope to help foster an environment in which every individual can exercise their own initiative and develop their own potential.

Yoshihito Yamada
President and CEO

Empowerment of People with Disabilities

Promoting employment of people with disabilities, considering diversity as a driver of corporate growth

In 1972, OMRON established OMRON Taiyo Co., Ltd., a factory run by people with disabilities, pioneering the employment of people with disabilities. Since then, the OMRON Group as a whole has been actively committed to increasing work opportunities for people with disabilities through its business, while also expanding opportunities for them to assume roles of greater responsibility in society. By so doing, the Group seeks to create a society in which those with disabilities can enjoy a more fulfilling life and rewarding work.

As of June 2020, the percentage of employees with disabilities at the OMRON group in Japan was 3.0%. In total, 254 employees with disabilities are at work in various sites throughout the OMRON Group in Japan. In addition to these people, OMRON Taiyo and OMRON Kyoto Taiyo work in collaboration with Japan Sun Industries (Taiyo-no-Ie) to provide more people with disabilities with opportunities for work and training.

Outside Japan, 191 employees with disabilities work at 25 OMRON Group company sites, according to the legal employment rate guidance set by each jurisdiction.

Going forward, the OMRON Group will continue to promote the employment of people with disabilities and empower them in their work. This will help make diversity in the workplace a key engine for the OMRON Group's growth, while at the same time allowing the Group to fulfill its social responsibilities.

Ratio of employees with disabilities - the OMRON Group in Japan

  • * Fiscal 2018 and before: Prior to the stock transfer of OMRON Automotive Electronics Co., Ltd.

Activities at special subsidiaries certified under the Act on the Promotion of the Employment of Disabled People

In 1972, OMRON Taiyo Co., Ltd. was established as Japan’s first factory run by people with disabilities. It reflected the philosophy of Dr. Yutaka Nakamura, founder of Japan Sun Industries (Taiyo-no-ie), an organization engaged in vocational training and support for people with disabilities. Dr. Nakamura’s enthusiastic drive to expand work opportunities for people with disabilities resonated with OMRON founder Kazuma Tateishi. This led to the establishment of OMRON Taiyo and another similar factory, OMRON Kyoto Taiyo Co., Ltd., in 1985. At present, the two companies have been certified as special subsidiaries under the Act on the Promotion of the Employment of Disabled People, providing many challenged people with work opportunities.

OMRON Taiyo and OMRON Kyoto Taiyo also are dedicated to empowering people with disabilities in the workplace. Interviews with employees with disabilities are organized on a regular basis to listen to their requests and needs and provide considerations depending on the types of disabilities. Examples include the setup of studded paving blocks for visually impaired employees and automatic doors, as well as priority seats at the cafeteria for those in wheelchairs.

At production sites, OMRON Taiyo and OMRON Kyoto Taiyo leverage various OMRON technologies and employees’ creative ideas in order to create a workplace environment in which people, both with and without disabilities, can work easily and comfortably. This motivates all employees to fully demonstrate their skills and capabilities at work while also encouraging personal development. As a result, both companies successfully produce high-quality products.

A factory tour is also arranged for visitors, in order to widely disseminate the OMRON Group’s knowhow in employing people with disabilities throughout society. In this way, the Group is committed to expanding employment opportunities for people with disabilities.

Top: Employees at OMRON Taiyo Co., Ltd.
Bottom: Work place at OMRON Kyoto Taiyo Co., Ltd.

Global activities

The OMRON Group promotes the employment of people with disabilities outside Japan as well. As of March 31, 2021, 25 OMRON Group company sites overseas are staffed with 191 employees with disabilities, according to the legal employment rate guidance set by each jurisdiction.

Inspired by the factory tour of OMRON Taiyo, the OMRON factory in Indonesia has also begun to employ physically challenged people. To create a factory in which all staff members with or without disabilities can work together in a team, regardless of the types of disabilities, the factory made various workplace adjustments and improvements and used specially designed tools and devices. OMRON Indonesia's efforts led to a contribution to Indonesian society that was recognized by the International Labor Organization as a Best Practice for the Employment of People with Disabilities.

Overseas sites in which people with disabilities are employed at the end of fiscal 2020: Brazil, Italy, the Netherlands, France, Germany, Spain, Turkey, Indonesia, Malaysia, Vietnam, the Philippines, China, Taiwan, and South Korea.

Other Support Initiatives for Diversity

Support for Childcare and Nursing Care

The OMRON Group in Japan has always been committed to offering support for employees who are willing to continue working even after experiencing changes caused by major life event, such as marriage and childbirth. Available support initiatives are also designed to help them achieve a balance between work and personal life. (See Initiatives to Empower Women above for details about employee support initiatives.)

The OMRON Group also established measures to help employees who are engaged in care of elderly or sick family members to achieve a balance between work and family care. Specifically, the Group conducts seminars on elder care issues and provides information through the web and other media. Along with the setup of a consultation center, the Group is committed to strengthening support initiatives for family caregivers, such as leave and short working hours for care of sick/elderly family members. These initiatives help employees to be prepared for the need of taking care of aging family members, and balance work and family life once care needs to be given. Also since fiscal 2015, the Group has been focusing on helping ease the worries and concerns of those handling family care, in cooperation with the OMRON Group employee association, "WITH".

In recognition of the company’s extensive support initiatives for employees with children, OMRON was granted the "Kurumin" certification by the Ministry of Health, Labour and Welfare in 2008. In 2015, OMRON acquired the "Tomonin" symbol mark, recognizing its extensive support initiatives as well as its commitment to creating a work environment that helps employees achieve work-family care balance.

Total number of applicants for employee support initiatives (Group companies in Japan including OMRON Corporation)

Applicants for employee support initiatives in fiscal 2019 (OMRON Corporation)

Number of applicants for childcare leave 33 (Male:5, Female:28)
Number of applicants for short working hours for childcare 41 (Male:1, Female:40)
Return to work rate after taking childcare leave 100%
Retention rate after taking childcare leave 100%

Initiatives for LGBT (Sexual Minorities)

The OMRON Group implements various initiatives to support diverse members to work actively and comfortably

Aiming to create a comfortable workplace for all, the Group began engaging with LGBT (sexual minority) issues in earnest in 2016. OMRON hosted a workshop to increase understanding of and give a thought to gender diversity related to LGBT employees, inviting Ms. Maki Muraki, representative of specified nonprofit organization Nijiiro Diversity as a lecturer. Through the workshop, employees gained a deeper understanding about the concerns of LGBT persons and their challenges.

In March 2017, those in charge of human resources management and recruitment from OMRON and other companies, as well as students who belong to LGBT circles from 12 universities in the Kansai region, assembled to exchange opinions and ideas about how to create an LGBT-friendly workplace in which a diversity of people can work together comfortably.

In March 2019, OMRON revised the definition of family (spouse) per internal rules to include same-sex partners.

By leveraging what they have learned through these activities, OMRON staff is considering how to support LGBT employees, and is conducting a review of organizational systems.

In recognition of these initiatives, work with Pride, a voluntary organization that supports the promotion and acceptance of LGBT diversity management, certified OMRON as a Gold Standard Workplace for three years in a row since fiscal 2017 in the PRIDE Index, a recognition program by the organization.

  • Seminar at Kyoto Office

Supporting Foreign Nationals

The OMRON Group implements a variety of measures to help foreign nationals in Japan work comfortably and express their individuality. We offer multilingual communications methods, multilingual documentation, internal social networks for employees to share information, informal meetings, and more, offering an environment in which employees can share information, regardless of nationality. We conduct personal interviews to learn more about individual circumstances related to religion and culture, providing options upon requests. We will keep working to create a workplace environment that allows everyone to work actively to the fullest.

Re-employment system for retirees

OMRON Corporation and its Group companies in Japan have introduced a re-employment system for retirees. Targeting all retirees at the age of 60 as a basic rule, this system is intended to provide them with the opportunity to work until the age of 65 via re-employment agreements, as long as all requirements are mutually met.

In fiscal 2020, we changed the system to reward re-employed retirees according to their individual roles and performance, similar to systems for regular employees. The goal of this change is to encourage re-employed retirees to maximize the skills they have developed over their career. We formulated specific designs for this new system and conducted labor-management negotiations in fiscal 2019 toward adopting this new system.

Further, we support the self-directed career plans of senior employees through Second Career Training (for employees aged 50 and 55). This training allows each employee plans the direction of their own career and eventual retirement, serving as an opportunity for employees to reassess their career at OMRON. This training offers basic knowledge on life planning design and provides support at a crossroads in which employees can select their career path looking ahead to retirement.

Related Data

OMRON Group Active in Global

A breakdown of the OMRON Group employees by region is shown below:

A breakdown of the OMRON group employees in Japan is shown below:

In fiscal 2019, the turnover rate of the OMRON Group employees in Japan was 3.3% (Voluntary: 1.8%). The average length of service was 18.3 years. That of male employees was 19.0 years, while that of female employees was 15.8 years.

  • *The information herein does not include OMRON Automotive Electronics Co., Ltd., the share of which was transferred in October 2019.
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