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 held the D&I Forum, an internal event, every year as an occasion to promote diversity. In FY2022, in conjunction with the establishment of the Panasonic Group DEI Policy, the event was expanded as the Group DEI Forum. In 2021, we held this forum over two days under the slogan, “Dialogue. Discovery. Appreciating Differences.”, and in 2022 with the aim of awareness that DEI is something that concerns us all, and that it is something we should all take seriously.
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 provided to approximately 60,000 employees in Japan every year from FY2023 onward.
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A Better Dialogue
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 a competency review.
Workplace revitalization through DEI
Some people want to get involved with DEI, but do not know where to start. For such people, as part of efforts to revitalize the workplace, we have developed karuta cards that allow them to think about DEI and take action through dialogue with their superiors and colleagues. This program is designed to help each individual make DEI their own personal goal by taking action to realize their ideal workplace.
Various community activities
Employees are involved in a range of voluntary community activities within the company covering a variety of themes, including people with disabilities, women, LGBTQ persons, and people joining the company mid-career. A variety of dialogues and events on each theme are taking place throughout the company, mainly online.
Dissemination of information within the Group
The latest information on DEI, including examples of internal initiatives, case studies of other companies, and explanations of internal systems that can be utilized, is posted on the intranet site.
Employee Opinion Survey (EOS)
The Panasonic Group conducts an annual Employee Opinion Survey (EOS) of all global employees (149,000 respondents in FY2022). 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).
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Global initiatives
Panasonic North America (PNA)
PNA views DEI as one of its most pressing business challenges and is developing and working on a strategic DEI framework to promote recruitment, retention, and internal promotion of a diverse workforce. Specifically, we continue to support Business Impact Groups (BIGs), including RISE (formerly Women's Connect), Veterans Group, PRISM (LGBTQ support), Level Up (Millennials), and the BLAAC Employee Network (BEN) for Black, Latino, African American, African and Caribbean employees. We will also further enhance our unconscious bias training to deepen our understanding of DEI. In addition, PNA’s human resource leaders are working to operationalize a talent assessment process that includes how well performance on diversity and inclusion is evaluated. We have also introduced an employee awareness survey on DEI to gather opinions and basic data.
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Panasonic Europe
Panasonic Europe has been promoting various initiatives in Europe to provide an environment where all people can develop to the maximum of their potential, irrespective of gender or other personal characteristics. As part of these, we launched a new human resources development program in 2019 called Women in Leadership (WIL). The goal was to provide a platform for our female talent to be more visible, a locus for the discussion of women-specific leadership challenges and a healthy brainstorming environment. 73% of employees who completed the program have obtained more important roles or have been identified for roles in which they have the potential to thrive.
In 2021 a new group, Women Connect Europe, consisting of diverse volunteers, was organized to enhance gender equality and attract many talented human resources of all genders. The Women Connect network now has 219 members in 19 countries across 28 Panasonic Europe brands. Additionally, we are conducting a new training program called the Unhelpful Bias Workshop, focusing on awareness raising and development of attitudes, values, strategies and skills that encourage a diverse and inclusive culture for all employees from all levels. We have also created a pan-European human resources team, to support DEI across Europe, called DIAG.
