Creating an Inclusive Work Environment
*Definition of terms used on this page:
- Fiscal year: from April 1 to March 31 of the following year (e.g. Fiscal 2021: April 1, 2020 to March 31, 2021)
Group DEI Forum
The Panasonic Group had been holding an internal annual event D&I Forum as an occasion to promote diversity. Since 2021 when we established the Panasonic Group DEI Policy, The Group DEI Forum has been held every year under the slogan, “Dialogue. Discovery. Appreciating Differences.”
In 2023, we deepened our understanding on the importance of respecting individual differences and specific actions through case studies of our workplaces, and shared awareness for the future image we aim for as the Panasonic Group, while also taking a cross-cultural understanding perspective across countries and regions.
Unconscious Bias Training
Unconscious bias refers to prejudices and stereotypes people have based on past experiences and perceptions that they are not consciously aware of having. We conduct training to learn about and become aware of the existence of these assumptions that everyone makes about others. Through changing one-sided views and perspectives and considering other possibilities, we review communication in the workplace to create a workplace culture where everyone can work comfortably and where every individual's diversity can be fully utilized.
As of April 2023, approximately 110 employees have been trained as internal unconscious bias ambassadors, and training will be continually provided to approximately 60,000 employees in Japan from the fiscal year ending in 2023 onward. In addition, we are also providing training in North America, Europe, Brazil, India, Singapore, and Vietnam, tailored to the circumstances of each region and country.
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A Better Dialogue and Various Community Activities
This part focuses on initiatives in the Japan region.
A Better Dialogue
The A Better Dialogue project supports every employee’s personal growth and challenges by enhancing the quality and quantity of dialogue with their respective managers. In addition to one-on-one meetings that bring out the aspirations of each and every employee, this project is comprised of three other components: development of individual career and capabilities, goal setting and management, and reflection on one’s actions based on Panasonic Leadership Principles (PLP).
Various community activities
Within the Panasonic Group, employees with diverse backgrounds, such as those joining the company mid-career, women, LGBTQ+ persons, and people with disabilities, have voluntarily established their own internal communities and engage in a variety of activities, such as holding dialogues and online events.
These efforts lead to the creation of a work environment in which each individual supports one another, knowledge and initiatives are disseminated widely within the Group, and everyone is able to demonstrate their individuality. The Group also recognizes the importance of these activities and encourages them, for example, by awarding the Group-wide CEO Award in fiscal 2023.
Employee Opinion Survey (EOS)
The Panasonic Group conducts an annual Employee Opinion Survey (EOS) of all global employees (approximately 157,000 respondents in fiscal 2024). The results are fed back to workplaces each year and utilized for human resource and organizational development.
Of the survey items, the most important indicators are the favorable response rates for employee engagement (self-motivated endeavor) and employee enablement (the right person for the right job, comfortable working environment). Regarding these items, we have set the goal for fiscal 2030 as the highest global standard (80% or more).
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