Promoting Diversity

Top Message

Having a corporate philosophy of "creating an employee friendly work environment that respects the individuality of each employee," the TOTO Group is striving to achieve it in the Management Resource Innovation Activities.

These days, it is becoming increasingly difficult to predict the environment surrounding businesses. For that reason, we now require wisdoms from diverse range of people and believe diversity promotion is an indispensable topic in management. 

The TOTO Group respects the individuality of diverse human resources, such as age, sexuality, and nationality, and wants to create an enriched and more comfortable lifestyle and culture built through new ideas born from it. We have been working to expand the range of choices available to its employees so that workers of all generations can develop their abilities, are provided with opportunities, and can maintain a good work-life balance while challenging themselves with active, demanding roles. This is based on our aspiration for creating a company where, based on its strength in diversity, diverse human resources gather and work comfortably irrespective of age, working time, location, and type of job, and have the motivation to take on new challenges.

Career Support for Female Employees

In the TOTO Group, the percentage of women in managerial positions reached 10% in FY 2017, or TOTO's 100th anniversary. Currently, we are aiming to achieve the female manager ratio of 21.5% in the TOTO Group companies in Japan by fiscal year 2026, the entire TOTO Group in Japan is continuing employing women in regular positions and to develop stratified programs for many different female staff members with the aim of supporting their pursuit of a career and skill improvements. 

We started providing e-learning for all employees of the TOTO Group in Japan to correctly understand women-specific health issues in fiscal year 2022. We have opened a Women's Health Consultation Service and Work-life Balance Support Service to further promote female career development. We have been improving the work-life balance system and the number of women in managerial positions in the TOTO Group in Japan increased 1.8 times for the seven years between 2018 and 2023.

Furthermore, in TOTO's business in Japan, we are promoting the transferal of contract staff to sales positions and then appointing them as regular staff. In addition, all employees conduct annual career interviews to check individual career plans, advice from their superiors regarding them, and support items

The number of employees by gender

* Overseas employees: local employees and seconded employees from Japan

The ratio of employees by age groups 

* Data for full-time/contract employees of the TOTO Group(Japan)

Average age of employees

* Data for full-time/contract employees of the TOTO

Number of new graduates by gender

※Data for full-time employees of the TOTO Group (Japan)

Ratio of female employees in STEM-related divisions

* Data for full-time/contract employees of the TOTO
* STEM-related divisions refer to research & development, technology, information and logistics divisions.

Number of Management positions by gender

* Overseas employees: local employees and seconded employees from Japan

Number of Management positions by job title

* Full-time employees of the TOTO Group (including overseas) with managerial positions or above. Calculations for the TOTO Group (Japan) for fiscal 2022.）

Employees newly appointed to management positions by gender

* Data for full-time and contract employees at the rank of section manager or higher of the TOTO Group (Japan)

* Includes employees seconded overseas from Japan

Average number of years of continuous service by gender

※Data for full-time/contract employees of the TOTO Group(Japan)

Gender Pay Indicator (Average Women Salary/Average Men Salary)

* Non-management level employees in fiscal 2024 are calculated based on full-time employees of the TOTO Group (Japan)
* Data for full-time employees of TOTO
* Although the same wage standard are applied to employees regardless of their gender, the gap comes from the difference in the headcount, employee qualifications, and service years.
* Figures for executives are calculated from fiscal 2023.

Starting salary record (if working in Tokyo)

* Full-time employee at TOTO
* Salaries are based on the same standard, regardless of gender

Details of hierarchy-based training to support the careers of female employees

Training for management position candidates

This type of training aims to develop management skills in female human resources.

Training participants are able to understand their strengths and identify issues for improvements as a managerial worker who runs an organization, by understanding abilities required for managerial positions and objectively understanding their own current abilities through the programs. As for issues on abilities, they will develop specific issue resolution plans and resolve them through OJT after the training.

Also, after the training, a meeting is held between the training participant's supervisor (equivalent to the General Manager of his/her division), training lecturer and HR Division personnel to share the participant's strengths and issues for improvements and issue resolution plan. We also provide in-depth support for personal development in their own divisions after the training, considering concrete plans and exchanging opinions on how their divisions solve participant's issues through OJT after the training, to surely improve their skills.

In addition, since FY 2018 we have had programs under the theme of "Removal of Unconscious Bias" for females participants and participants' supervisors, where we provide opportunities for female participants to be able to notice their own unconscious bias in themselves, such as assumptions and hesitation, and for supervisors to practically learn of their unconscious bias towards female employees and unneeded considerations likely happening by lack of communication by using concrete case studies. Also, for training participants who once gave a feedback that they did not have proper role models around them after watching a video on interview to a female in managerial position, we try to help them have concrete image on female managers.

Diversity Leader Training

To ensure work-life balance and remove anxiety for not having internal role models since 2020, TOTO provides online diversity leader training mainly for female employees in their 30s on the main career track. The program is meant to help them reaffirm that individuality is more important than gender differences by helping them face their inner selves with a view toward career development and having them reflect on themselves deeply. It also allows them to consider their characteristics and will power and how they can reflect those strengths in their leadership efforts and help them increase motivation to obtain knowledge and skills. With the participation of panelists consisting of internal female managers, it is designed to encourage participants to establish their own out-of-the-box leadership style and recognize there is no right or wrong way to be a leader. Since it is provided online, those raising children can also participate in with no hassle.
As for hierarchy-based training to support the careers of female employees, about 490 employees (excluding those in step-up training) have participated so far, and 70% of them are now in managerial positions. Also, in Japan the percentage of the female managers who participated in the training has exceeded 62%.

Creating an environment in which diverse human resources can continue to work with confidence and vigor

Promoting the success of people with disabilities

People with disabilities work alongside able-bodied people in all of our workplaces in Japan, and we actively consider how to respond to obstacles by planning to facilitate employees with disabilities. We are making a particular effort to develop the right environment at our facilities by, for example, installing elevators that can accommodate wheelchairs, setting up automatic doors at clerical matters office entrances, and establishing toilets that can facilitate wheelchair use.

TOTO also actively conducts study groups that target workplaces before persons with and without disabilities will work together, to enable all parties to learn about relevant considerations, precautions and other elements of a system of acceptance. We also conduct study groups that target workplaces before persons with and without disabilities will work together to enable all parties to learn about relevant considerations, precautions, and other elements of a system of acceptance.  Besides, we hold periodic meetings for people with disabilities after they join TOTO Group and provide support in order to retain them after employment begins. In the new hire and manager training programs, we continue including contents about people with disabilities. In fiscal year 2023, we provided e-learning on reasonable accommodation for people with disabilities to all the employees of the TOTO Japan Group.

We also agreed and joined an initiative to promote workplace inclusion of people with disabilities, The Valuable 500, in December 2019.

Employment rate of persons with disabilities

* Japan: Calculated based on the calculation standard for the mandatory proportion of jobs for handicapped people established in Japan. (2022:As of 2023.4, 2023:As of 2024.4,2024:As of 2025.4 )
* Overseas: Calculated based on the number of employees with disabilities and total employees in the Group companies.

Roles of special subsidiary company of TOTO, the parent company: About SUNAQUA TOTO LTD

To provide a worker-friendly workplace to persons with disabilities who have the will and capability to work but lack employment opportunities, in 1993 TOTO invested, along with Fukuoka Prefecture and the city of Kitakyushu, in establishing SUNAQUA TOTO under a public-private partnership.We hope that, based on the concept of normalization, SUNAQUA TOTO can continue to provide a place where those with disabilities work alongside the able-bodied, and will continue to grow and prosper along with the community.

Number of persons with disabilities

* Data for full-time/contract employees of the TOTO Group(Japan)

Creating a More Global Workforce

The TOTO Group has approximately 16,000 employees of nationalities other than Japanese (approximately 46% of the total TOTO Group workforce), and we are promoting the localization of human resources at overseas Group companies. 

In Japan, we are working to recruit and fairly treat competent human resources, regardless of their nationality, in an effort to obtain and retain a wide variety of human assets.

We are increasing the number of TOTO fans around the world through vitalization of the company and new value creation achieved by securing human resources to extend and grow the overseas businesses and allowing talents with various experiences, cultures, and values to stimulate each other.

Employee composition by region

Number of employees who are foreign nationals

* Data for full-time /contract employees of the TOTO Group (Japan)  (Excluding: Loaned employees from Japan to overseas)

Ratio of employees by nationality

* Data for full-time /contract employees of the TOTO Group (Japan)
* Calculations for fiscal 2023 include the TOTO Group (management positions) including overseas locations excluding the Americas and Europe
* Calculations for fiscal 2024 include the TOTO Group (management positions) including overseas employees excluding the United States
* Ratio of employees Top 5 countries

Ratio of managers by nationality

* Calculated from fiscal year 2023
* Calculations for fiscal 2023 include the TOTO Group (management positions) including overseas locations excluding the Americas and Europe
* Calculations for fiscal 2024 include the TOTO Group (management positions) including overseas employees excluding the United States
* Only nationalities at the top of the list are shown

Promotion of understanding of sexual minorities

The TOTO Group defines in the "TOTO Group Human Resources Policy"　that we respect fundamental human rights, and we do not discriminate on the basis of race, beliefs, sexuality, social status, nationality, disability, employment status, age, religion, or any other status.

Based on this policy, the TOTO Group will promote the correct understanding of sexual minorities and prevent unconscious discrimination and bias to develop a work environment where a diverse range of human resources can play active roles.

As part of the activities, we properly understand that there are LGBTQs (sexual minorities) among customers and in the TOTO Group and continuously disseminate that we act with an awareness that they are part of diverse characteristics. Also, we have established the dedicated consultation desk for anxieties and problems that sexual minority employees, have and conduct education and enlightenment activities are continuously through the e-learning system for all of TOTO Group's (Japan) employees.

Realization of retirement age of 65

From FY2022, TOTO will raise the retirement age of all TOTO Group employees in Japan from 60 to 65 in a phased manner.Also, in order to reward leading people in the workplace for their performance in a more timely manner, we will develop an environment where TOTO Group employees across all generations can continue working actively with peace of mind by integrating employee qualifications for management positions, and reviewing the performance assessment to treat employees according to their current roles and performance not just based on their past evaluations and experience.  

With the significant changes in the environment surrounding labor and their awareness due to the low birth rate and aging society, decrease in working population, and raising of the age when public pension payments start, TOTO has been actively working on these by reviewing the treatment of reemployed retirees aged over 60 years for their active participation, and prompting active involvement of young and female employees. Because active use of senior employees, who have extensive experience and expertise, will become increasingly important, we will develop an environment where they can continue working actively with peace of mind for a long time, while we review the HR system mainly for management positions to accelerate creating a workplace where employees across all generations can play an active role.

Support for active participation after retirement

We provide training to support career development at the turning point of 50, an opportunity for employees to look back on their careers to date and plan their future professional and life careers in order to work with enthusiasm. We also support employees who leave TOTO and wish to find reemployment outside the company in their career development, including after retirement, and provide support for reemployment. Our employee mutual aid association also holds seminars aimed at planning for future lives and career development after retirement.