Omron logo


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

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.

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 has been included in “Nadeshiko Brand” designation, a joint initiative by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange, for five consecutive years.

Promotion system

In 2012, OMRON set up a dedicated department to Diversity & Inclusion at work. The department is continuously promoting Diversity & Inclusion 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 2022, female director and officers numbered 5 in Japan (1 outside director, 3 executive officers, and 1 president of affiliated company). Female managers (managerial or upper-level positions or with specialist status) numbered 123, or 8.0% of managers. 530, or 10.1% 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 123, growing fivefold. The Group enjoys diversified role models whose voices are reflected in various decision makings. Furthermore, we have set a target of having at least 200 female managers by the end of March 2025, and we are continually working to reform the awareness of managers and female employees, expand opportunities for women to thrive, and promote them.

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.
  • *Ratio of women in managerial roles (OMRON Group in Japan) has been third-party assured.

Action Plan to promote 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

OMRON Corporation Diversity Action Plan

Commitment to improving workplace environment

Going forward, the Group will continue to cultivate a workplace environment 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 at the Group to make an even greater contribution to raising its corporate value.

Overview of diversity promotion initiatives and workplace environment improvement

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
  • Set targets for the number of female managers (April 2025: ≥200)
  • 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
  • Home office
  • Half-day/hourly paid leave
Workplace Culture / Continuing Employment
  • Establishment of a Diversity & Inclusion promotion department
  • 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) ★
  • [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 mutual-aid association in Japan 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 2021, the percentage of employees with disabilities at the OMRON group in Japan was 3.1%. In total, 261 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, 151 employees with disabilities work at 27 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.
  • *Ratio of employees with disabilities (OMRON Group in Japan) has been third-party assured.

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: Creativity and ingenuity create work environments tailored to the individuality of each employee
Bottom left: Members of OMRON Kyoto Taiyo Co., Ltd.
Bottom right: Members of OMRON Taiyo Co., Ltd.

Global activities

The OMRON Group promotes the employment of people with disabilities outside Japan as well. As of March 31, 2022, 27 OMRON Group company sites overseas are staffed with 151 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 2021: Brazil, Italy, the Netherlands, France, Germany, Spain, Turkey, India, 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.) In addition, in cooperation with the OMRON Group employee mutual-aid association, we provide childcare support services such as a childcare subsidy system support for finding a childcare center, and support for renting breast-pumping equipment.

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 mutual-aid association.

In addition, the Group is encouraging male employees to take childcare leave. The rate of male employees taking childcare leave rose from 10% in fiscal 2020 to 18% in fiscal 2021. Further, we are seeing wider use of paid leave (up to 5 days) for births by spouses. A full 70% of employees take advantage of this leave, averaging to 3.6 days.

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 2021 (OMRON Corporation)

Number of applicants for childcare leave 114 (Male: 43, Female: 71)
Number of applicants for short working hours for childcare 24 (Male: 0, Female: 24)
Return to work 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 fully engaging with LGBT issues 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. In April 2021, OMRON updated the definition of family to include those who have been certified in-house as spouses in common-law marriages.

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 five years in a row since fiscal 2017 in the PRIDE Index, a recognition program by the organization.

  • *LGBT:Shorthand for sexual minority, who are lesbian, gay, bisexual, or transgender
  • 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.

With regard to re-employed retirees aged 60 to 65, the Group improved the system in fiscal 2020 in which their compensation is based on the roles and achievements of each individual. Our aim is to help them best demonstrate the developed abilities to the same extent they did before their retirement. As a measure to secure employment opportunities for those up to the age of 70, the Group adopted a system in fiscal 2021 that allows employees to continue to work after the age of 66 through reemployment or outsourcing.

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 2021, the turnover rate of the global OMRON Group employees was 18% (Voluntary: 11%), while the Group in Japan recorded 4.1% (2.1%). The average length of service was 19.2 years, with male employees for 19.8 years and female employees for 17.3 years.

OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON EXPERTLINK Co.,Ltd., OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON Corporation, OMRON EXPERTLINK Co.,Ltd., OMRON Automotive Electronics Co. Ltd., OMRON SOCIAL SOLUTIONS Co.,Ltd., OMRON SOCIAL SOLUTIONS Co.,Ltd.