Panasonic Group's DEI in Data

Photo: Document with various types of graphs and a ballpoint pen

In promoting Diversity, Equity & Inclusion (DEI), we disclose data on human resources, education and training, and diversity and equal opportunity, issues which the Panasonic Group is focusing on.

*Definition of terms used on this page:

Japan region: Information pertaining to the period until March 2022, prior to the transition to an operating company system, refers to Panasonic Corporation and some of its affiliates in the Japan region. Information pertaining to April 2022 and beyond refers to Panasonic Holdings Corporation, Panasonic Operational Excellence Co., Ltd., and the seven operating companies (Panasonic Corporation, Panasonic Automotive Systems Co., Ltd., Panasonic Entertainment & Communication Co., Ltd., Panasonic Housing Solutions Co., Ltd., Panasonic Connect Co., Ltd., Panasonic Industry Co., Ltd., and Panasonic Energy Co., Ltd.).
The term "employees" is used here to refer to both employees with no fixed term of employment and fixed-term employees.
Figures for Japan region: Unless otherwise indicated, these figures refer to employees with no fixed term of employment.

Human resources
Education and training
Diversity and equal opportunity

Human resources

Illustration: Image of several employees in a row. Figure: Number of global employees: 233,391 As of March 31, 2023

Number of employees

By region (global)

By job category (global)

Figure: Pie chart showing the breakdown of the number of global employees by job category. Indirect is 59%, and direct manufacturing is 41%. As of March 31, 2023

By gender (Japan region)

Figure: Pie chart showing the breakdown of the number of employees by gender in the Japan region. Male is 80%, and female is 20%. As of April 1, 2023

By employment type (Japan region)

Figure: Pie chart showing the breakdown of the number of employees by employment type in the Japan region. Employees with no fixed term of employment accounted for 93%, while fixed-term employees accounted for 7%. As of April 1, 2023

By age group (Japan region)

Figure: Pie chart showing the breakdown of the number of employees by age group in the Japan region. 13% of the employees are 29 years old or younger, 15% are between 30 and 39 years old, 23% are between 40 and 49 years old, 43% are between 50 and 59 years old, and 7% are 60 years old or over. As of April 1, 2023

Number of persons recruited (Japan region)

Figure: Number of persons recruited in the Japan region: 2,441. This includes the following attributes: 1,908 men, 533 women, 100 foreign nationals, 57 people with disabilities, and 1,479 mid-career hires. Figures are for FY 2023

Average years of continuous service (Japan region)

Figure: Bar graph showing average years of service by gender in the Japan region. Males average 21.8 years, and females average 20.3 years. As of April 1, 2023

Turnover rate (Japan region)

Figure: Turnover rate in the Japan region. The turnover rate for all resignation reasons is 3.6%, while the turnover rate for resignation reasons other than mandatory retirement is 2.2%. The turnover rate: The number of those leaving the Group per year divided by the annual average number of employees. FY 2023

Education and training

One-on-one meetings (Japan region)

Illustration: Image of two employees engaged in dialogue. Figure: The implementation rate of one-on-one meetings in the Japan region is 78%. The satisfaction rate is 84%. FY 2023

Illustration: Key points of this initiative

We support the growth and challenges of each employee by enhancing the quality and quantity of dialogue between the individual and their supervisors.
We are continuing efforts to improve the implementation and satisfaction rates.

Diversity and equal opportunity

Employee Opinion Survey (global)

Respondents: 150,000 employees (FY2023), 288 group companies

Responses to the global Employee Opinion Survey. Figure (left): Pie chart showing the breakdown of participating company respondents. A total of 288 companies under the Panasonic umbrella participated in the survey. Of these, 110 companies participated from the Japan region and 178 companies participated from global regions other than Japan. Figure (right): Line graph showing the percentage of positive responses for employee engagement and employee enablement. The positive response rate for employee engagement was 63% in FY 2018, 64% in FY 2019, 63% in FY 2020, and 66% in FY 2021 and FY 2022, and 67% in FY 2023. The positive response rate for employee enablement was 57% in FY 2018, 58% in FY 2019, 59% in FY 2020, 63% in FY 2021, 64% in FY 2022, and 65% in FY 2023. *The positive response rate figures are the average of the responses of all employees who participated in the Employee Opinion Survey during the relevant fiscal year.

This is an annual survey of all global employees as part of our efforts to observe employee awareness at a fixed point. The results are fed back to workplaces and utilized for human resource development and organizational development.
Of the survey results, the most important indicators are the positive response rates for employee engagement (self-motivated endeavor) and employee enablement (the right people in the right places and a comfortable work environment).

This is an annual survey of all global employees as part of our efforts to observe employee awareness at a fixed point. The results are fed back to workplaces and utilized for human resource development and organizational development.
Of the survey results, the most important indicators are the positive response rates for employee engagement (self-motivated endeavor) and employee enablement (the right people in the right places and a comfortable work environment).

Females in managerial positions (Japan region)

Illustration: Image of a female employee standing at a podium. Figure: Graph of changes in females in managerial positions in the Japan region. The number of females in managerial positions was 464 in FY 2018, 493 in FY 2019, 534 in FY 2020, 573 in FY 2021, 607 in FY 2022, 664 in FY 2023, and 799 in FY 2024. The percentage of females in managerial positions was 3.4% in FY 2018, 3.6% in FY 2019, 4.1% in FY 2020, 4.5% in FY 2021, 4.8% in FY 2022, 5.4% in FY 2023, and 6.1% in FY 2024.

We aim to be a company that gathers diverse opinions and insights to enable us to make higher quality decisions more quickly.
We strive to ensure diversity at all levels. The percentage of females appointed to managerial positions each year is gradually increasing, and we will continue to focus more on this area.

We aim to be a company that gathers diverse opinions and insights to enable us to make higher quality decisions more quickly.
We strive to ensure diversity at all levels. The percentage of females appointed to managerial positions each year is gradually increasing, and we will continue to focus more on this area.

Gender Gap in Remuneration (Japan region)

Illustration: An image of scales. Figure: A comparison of overall remuneration between men and women in Japan region. The ratio of women’s and men’s remuneration is 93:100 in managerial positions. The ratio of women's and men's remuneration for all employees is 73:100. Calculated based on salaries and bonuses for fiscal 2023.

Reasons for the gender gap in remuneration are not considered to stem from remuneration structures or systems, but rather the influence of factors such as disparities in the grade system. As such, we will work to ensure diversity at management level that is not prescribed by characteristics such as gender, etc.
In the remuneration system, there is no disparity based on gender, gender identity, or other personal attributes.

Employment of people with disabilities (Japan region)

Illustration: Image of an employee in a wheelchair. Figure: Line graph showing the employment rate of people with disabilities in the Japan region, which was 2.16% in FY 2015, 2.15% in FY 2016, 2.18% in FY 2017, 2.15% in FY 2018 and FY 2019, 2.20% in FY 2020, 2.33% in FY 2021, 2.40% in FY 2022, 2.41% in FY 2023, and 2.45% in FY 2024.

We have achieved an employment rate that exceeds the legally required employment rate of people with disabilities.
We continue to promote the creation of workplaces where people with disabilities can take on challenges and play active roles, while improving the working environment.

Internal recruitment, etc. (Japan region)

Illustration: Image of an employee running for another position. Figure: Internal recruitment applications in the Japan region for FY 2023 accounted for 1,936 employees. Internal recruitment and transfers in FY 2023 accounted for 466 employees. The number of employees engaged in multiple internal roles for FY 2023 was 38.

We promote self-determined career development by building an equal relationship between the company and the individual.
We have a system of internal recruitment and multiple internal roles (concurrently performing work in other departments) to encourage employees to voluntarily take on new challenges.

We promote self-determined career development by building an equal relationship between the company and the individual.
We have a system of internal recruitment and multiple internal roles (concurrently performing work in other departments) to encourage employees to voluntarily take on new challenges.

Number of days and rate of annual paid leave taken (Japan region)

Illustration: Image of a calendar and check box showing the number of paid leave used. Figure: Number of days of annual paid leave taken in the Japan region and the rate at which they are taken. Bar graph showing the average number of days taken: 15.2 days in FY 2017, 17.7 days in FY 2018, 18.1 days in FY 2019, 18.6 days in FY 2020, 17.6 days in FY 2021, 17.2 days in FY 2022, and 19.6 days in FY 2023. Line graph showing the average take-up rate: 60.8% in FY 2017, 70.8% in FY 2018, 72.6% in FY 2019, 74.3% in FY 2020, 70.4% in FY 2021, 68.9% in FY 2022, and 78.4% in FY 2023. Number of days of annual paid leave granted: 25 days per year

Childcare leave utilization rate (Japan region)

Illustration: Image of an employee pushing a stroller. Figure: Percentage of employees taking childcare leave in the Japan region in FY 2023, which was 64.8% for males and 100% for females. The total number of employees who took childcare leave, etc. as well as the number of employees who took time off for the purpose of taking care of preschool children in fiscal 2023 divided by the number of employees who/whose spouse gave birth in fiscal 2023.

Various systems are in place to help employees balance career development with life events such as childbirth and childcare.
We are working to raise awareness within the company so that employees can use these systems when necessary.

Work styles (Japan region)

Illustration: Image of an employee at work watching the clock. Figure: Work styles in the Japan region. As of April 2023, there were 962 employees who were eligible for shorter working hours (The internal system is called the Work and Life Support Work System). The utilization rate was 1.5%. There were 54,009 employees working flexibly. The utilization rate was 84%. Flexible work refers to employees who have adopted a flexible work system. 11,882 employees were using the remote work system. This refers to employees who work remotely for at least half of the days in a month. The utilization rate was 19%

We promote diverse work styles from the perspective of achieving a healthy work-life balance.
We are creating an environment where diverse talents can reach their full potential.

Related information:

Examples of Diverse Work Styles - Diversity, Equity & Inclusion