To exploit the knowledge capital of society to the greatest extent possible, Panasonic believes that it is crucial to take advantage of all forms of diversity in the workplace, whether in terms of gender, age, nationality, or any other cohort. The company has implemented a "Role / Grade System" that determines compensation based on the work or role in which employees are currently engaged; there are no gender-based inequalities in this compensation system. However, particularly in Japan, Panasonic is aware that there is a need to employ greater numbers of women in upper management and decision-making positions; it is striving to ensure gender diversity.
In terms of senior management, a female director (current board member Hiroko Ota) was appointed in fiscal 2014, and, in fiscal 2016, a female executive officer (current executive officer Michiko Ogawa) has been named. To accelerate female participation in management, Panasonic holds study groups for female employees and provides career-advancement seminars for women leaders, creating opportunities for women to encounter role models’ values and views on working, as well as further strengthening the management capabilities of superiors.
Furthermore, to raise the consciousness of all employees concerning the promotion of diversity, Panasonic has established that every July be Diversity Promotion Month, hosting forums and creating opportunities in the workplace for discussions on the theme of promoting diversity.

Number of Women in Managerial Positions, Percentage of Women in Positions of Responsibility

Number of Women in Managerial Positions, Percentage of Women in Positions of Responsibility

Note: Figures as of April in each year
*1: Managerial position is defined as section leader or higher. Total of Panasonic Corporation and its key domestic affiliates (excluding SANYO Electric Co., Ltd. [SANYO], and including the former Panasonic Electric Works Co., Ltd. [PEW] from 2012)
*2: Positions of responsibility include positions such as chief or assistant chief. Total of Panasonic Corporation and its key domestic affiliates (excluding SANYO, and including the former PEW from 2012)

Average Number of Years of Service

Average Number of Years of Service

Notes: Figures as of March in each year
Total of Panasonic Corporation and its key domestic affiliates (excluding SANYO, and including the former PEW from 2012)

Diversity in the United States – 2017

PNA recognizes that Inclusion and diversity naturally generate creativity and innovation and is committed to maintaining a workforce that is as diverse as its customers, business partners and the communities in which it operates. In an effort to improve diversity and inclusion in the workplace, in 2016, Panasonic introduced the Women Connect and Panasonic Veterans Group. These, these business impact groups were created to support recruiting, hiring, internal advancement and community service opportunities for women and military veterans at the company. In addition, recruiting efforts have been enhanced to identify candidates from all diverse groups through marketing and partnering with specialized recruiting organizations.

Additionally, Panasonic provides training for all employees. This training is designed to prevent harassment in the workplace and help employees understand what the Company means by an open and fair workplace environment. Participants learn to build relationships of respect with colleagues, customers and business partners. The Equal Employment Opportunity policies are covered extensively during the training. We also introduced a speaker series that provides additional education on diversity & inclusion related topics. Employees are required to complete a slate of compliance related online training classes (Panasonic Legal Awareness on the Net "PLAN"). This training deepens knowledge of laws related to discrimination in employment.

Work-Life Management

Realizing Diversity in Working Styles—e-Work*

Panasonic promotes "e-Work" as an efficient way of working that exploits information and communication technologies to effectively utilize time in any location. It has implemented a Work-at-Home System that covers around 40,000 employees. The company has also created “Spot Offices”—places with equipment and a network connection where employees can work when traveling on business at 17 locations groupwide (16 of them in Japan).
The Spot Offices have reduced travel time and accelerated customer service, and Panasonic plans to create an environment in which employees can work even more efficiently. The company will increase productivity and help its employees achieve work-life management by implementing a number of flexible work styles.

* The term "e-work" refers generally to working from home, mobile work, work at satellite offices, remote conferencing, and other such initiatives.

Supporting Diverse Ways of Working through Work-Life Management

As part of Panasonic’s efforts to create an environment that enables everyone to play an active role, the company is implementing initiatives to support a good work-life balance for employees.
In addition to complying with Japan's Act on Advancement of Measures to Support Raising Next-Generation Children, Panasonic strives to create an environment in which employees can effectively use the systems that provide support for balancing the time they spend between work and their families. An example of the company’s efforts includes the posting of descriptions and ways of using the related support systems on the company's intranet.

Examples of Systems Supporting Work-Life Management

Child Care Leave
A non-consecutive total of two years of leave that can be taken until the end of the April following the child starting at elementary school

Work and Life Support Program
A flexible work system for those raising children, or providing nursing for an elderly person, that includes short work-hours; half-days; adjustable, fewer-day working weeks; and other appropriate schedules

Family Support Leave
A leave system that can be used for a wide range of events, including care or nursing of family members, or attending a child's school events

Child-Rearing Support Café Point
A system by which the company will cover some of the costs for childcare during overtime work or when a child is ill

Child Planning Leave
System of leave for fertility treatments

A Comprehensive Program for Supporting a Balance between Nursing Care and Work

  • Holding of seminars on nursing care, launching of portal site with information concerning nursing care
  • Counseling for employees facing the prospect of nursing care, support for related procedures
  • Company support for half of the daily costs of nursing care through the Nursing Care Support Café Point
  • Ability for employees to take leave up to a total of 365 days per person requiring nursing care, payment of 70% of wages plus an allowance for the employee-borne portion of social insurance premiums for leave totaling 183 days or fewer
  • Other measures, including the establishment of a nursing care financing system

Creating a Workplace Where People with Disabilities Can Take an Active Part

Employees with disabilities represented 2.18% of our workforce in Japan as of June 2016. For our group as a whole, the figure was 2.23%. These figures exceed both the legal employment rate (2.0%) and the national average employment rate (1.92%).

Employment of Workers with Disabilities (Japan)

June 2011

June 2012

June 2013

June 2014

June 2015

June 2016

Panasonic Corporation

2.07%

2.04%

2.15%

2.16%

2.15%

2.18%

Key Group Companies

2.08%

2.11%

2.21%

2.24%

2.46%

2.50%

Group (whole)

2.08%

2.06%

2.17%

2.18%

2.21%

2.23%

In cooperation with regional governments and other authorities, we as a group manage seven special subsidiaries to promote the employment of workers with severe disabilities.
At these subsidiaries, special measures are taken to create an appropriate workplace, with specially designed workbenches and materials arrayed at heights suitable for people in wheelchairs. These companies also actively welcome interns, trainees, and observers.
At other group divisions, efforts are made to create a workplace where workers with disabilities can take an active part. Special training sessions are offered for the hearing-impaired, sign-language interpreters are provided for skills development sessions, short courses may include sign language, and manuals have been created to train employees in how to interact with people with hearing impairments.
Going forward, Panasonic will continue its efforts to foster the independence of workers with disabilities and integrate them as participants in the society.

Special Subsidiaries (employee figures are as of June 2016)

Company Name

Year of Establishment

Number of Employees
(Number of Persons with Disabilities)

Description of Business

Panasonic Kibi, Co., Ltd.

1980

80 (38)

Assembly of video camera LCD units, video accessories

Panasonic Katano Co., Ltd.

1981

40 (32)

Assembly of avionics products, inspection and packaging of AV accessories

Panasonic Associates Shiga Co., Ltd.

1994

54 (31)

Assembly of electronic circuits (for massage chairs, shavers, etc.)

Panasonic Ecology Systems Kyoei Co., Ltd.

1980

38 (22)

Assembly of ventilating fan parts, printing of user manuals

Sanyo Heart Ecology Co., Ltd.

1998

67 (33)

Growing / selling orchids, distribution of company-internal mail

Harima Sanyo Industry Co., Ltd.

1982

43 (21)

Assembly of vacuum cleaner parts, maintenance of internal environment

Sendai Sanyo Industry Co., Ltd.

1992

40 (16)

Manufacture of LED products, light sensors

Panasonic Kibi Co., Ltd. Receives the 2016 Minister of Health, Labour and Welfare Award for the Independence and Rehabilitation of Persons with Disabilities
Upon receiving a recommendation from Okayama Prefecture and Kibichuo Town, Panasonic Kibi Co., Ltd. received the 2016 Minister of Health, Labour and Welfare Award for the Independence and Rehabilitation of Persons with Disabilities.
This award ceremony is one of the main events during Persons with Disabilities Week (December 3–9, 2016), and it is held to confer awards on those who have overcome their own disabilities to live independent lives and who can serve as role models for other people with disabilities. It also seeks to create understanding and raise awareness among the people of Japan regarding the welfare of those with disabilities and to promote a higher level of welfare administration for people with disabilities.
Panasonic Kibi was recognized mainly for its efforts in encouraging people with disabilities to contribute to society and in promoting sports for the disabled. The following activities were particularly praised during the selection process:

  1. The company promotes initiatives that encourage those with disabilities to take part in society through sports and that raise social awareness about their activities.
  2. It also contributes revenue from aluminum can recycling—conducted to promote understanding about persons with disabilities—to local sports competitions for the disabled and promotes social participation in local events.
  3. Since taking over the administration of the Okayama Kibi Kogen Fureai Wheelchair Road Race—a public-private joint event that has been held since 1998—from the prefecture, the company has been actively engaged in the project.

- Comment from President Nishimura of Panasonic Kibi
I am extremely happy and honored that Panasonic Kibi has been chosen for this award. Over the 36 years since the founding of Panasonic Kibi, we have been blessed with the hard work of our predecessors and support from the Panasonic Group.
Motivated by this award, we will come together as a company and continue to strive for new businesses and increased social participation and employment opportunities for persons with disabilities.

Holding the award certificate President Nishimura, Panasonic Kibi Co., Ltd.

Holding the award certificate
President Nishimura, Panasonic Kibi Co., Ltd.

Employing Workers Post Retirement

In 1982, Panasonic created the Senior Partner System, allowing workers past retirement age to enter into employment contracts under new conditions. In 2001 we introduced our Next Stage Program, renewing our position as an industry leader in formulating policies for the employment of older workers in Japan.
The Next Stage Program is a system that consists mainly of the Next Stage Partner Program, which allows workers who wish to continue working after mandatory retirement at age 60 to do so until age 65. In April 2008 we relaunched this as the New Next Stage Program. Our basic thinking here is an emphasis on personal autonomy. The new system is easier to understand, more flexible, and easier to use than ever before. In 2015, we updated this system once again, based on new ideas of longer-term careers, aimed at encouraging each employee to map out his or her own career from an early stage. Our new system offers a broader range of measures to meet the diverse needs of older workers. More specifically, across the entire company, we are developing and promoting training seminars on career design and life design for various stages of people's lives. As increasing numbers of people desire to continue working into their later years, social attitudes are changing. This has economic ramifications, in terms of retirement and pension benefits—specifically, the need for many employees to continue to work during the gap between when they officially retire and when they start to receive pension payouts—as well as ramifications in terms of the emergence of older workers as a potential resource. We are striving to ensure that everyone who wishes to continue working beyond the age of 60 has the opportunity to do so, and we are fine-tuning the conditions of our Next Stage Partner System to accommodate this change.
We are also offering a full range of economic support for employees who wish to retire early and seek new activities elsewhere, as well as support for those who wish to work elsewhere after reaching retirement age.

Initiatives Relating to LGBT* (sexual minority groups) Concerns

Policy

Panasonic's Code of Conduct makes it clear that discriminatory speech or conduct with regard to sexual orientation or gender identity, as defined by applicable laws, are not permitted.

*LGBT: An acronym for lesbian, gay, bisexual, and transgender, LGBT is used in this section to refer to these and other sexual minority groups.

Treatment of Individuals in Panasonic's HR Systems

Effective April 2016, Panasonic Corporation now recognizes same-sex domestic partners as equivalent to legal spouses within its HR systems, except in areas where such recognition cannot be applied due to legal restrictions. This is part of the company's promotion of diversity in management, which is based on valuing, accepting and making the most of individuality. Affiliates both within and outside of Japan are addressing this matter on an individual basis, subject to the condition of compliance with applicable local laws.

Advancement in Understanding

In order to encourage understanding of the concerns of LGBT individuals and communities and to create a more LGBT-friendly workplace, Panasonic has been conducting successive seminars geared toward HR functional divisions, managerial positions, and employees, since February 2016. Seminars for HR functional divisions offer not only basic knowledge about LGBT concerns, but also methods for dealing with discriminatory speech or conduct, and methods for responding to the needs of those involved. Information on how to advance understanding of LGBT issues and invitations to participate in events that support LGBT causes are also sent out via Panasonic's intranet system.

Creating Support Desks

Panasonic is creating support desks through which employees can engage in email or telephone consultations about any internal company topics, including cases of sexual harassment or abuse of authority. (Employees may use these support desks anonymously.)

Support for External Activities

Since fiscal 2015, Panasonic has been engaged in cooperation with work with Pride, a private organization that works on initiatives to create more LGBT-friendly workplaces. Panasonic provided a hall in its Tokyo building as a venue for an event in 2014, with roughly 200 people taking part, most of them from corporate HR departments.
Every year since then, the company has cooperated with work with Pride in other events, such as their Tokyo Rainbow Week exhibits, and has provided ongoing cooperation for other events. Panasonic has made contributions to the policy working group for a corporate LGBT evaluation index held from December 2015 to May 2016 as a secretariat member.