Diversity in Human Resources

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.

In 2017, the year of its 100th anniversary, TOTO achieved a 10% ratio of female managers.In addition to continuously recruiting female generalist employees, TOTO implements various hierarchical programs for female employees to support their advancement and skill development.Starting in 2022, TOTO implemented e-learning for all employees of the TOTO Japan Group to ensure a proper understanding of "women's specific health issues." The company has also established health consultation services and work-life balance support consultation services for women to further promote women's advancement. Furthermore, TOTO is expanding its work-life balance support systems.In addition, in domestic sales, TOTO is promoting the transfer of contract employees to sales positions and promoting them to permanent employee status. Furthermore, all employees receive an annual career interview to review their individual career plans and receive advice and support from their supervisors.

Major Achievements (Group companies in Japan)
・Ratio of female managers: 21.3% (as of April 2026)
・Target for fiscal 2026: 21.5％
・Number of female managers: Approximately doubled from FY2018 (eight years from FY2018 to FY2025)
*For detailed data on the promotion of women in the workplace, see below.

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.

We also implement a program under the theme of “Removal of Unconscious Bias.”
For participants, we provide opportunities to notice and acknowledge their own unconscious bias, such as the following:
•Assumptions like “This is not for me.”
•Hesitation or excessive self-limitation.
For supervisors, we offer a program to practically learn the following through specific case studies:
•Unconscious bias toward female employees.
•Excessive considerations resulting from a lack of communication.
Additionally, during the training program, participants watch a video of an interview with female managers of the TOTO Group to help them visualize what it is like to work as a manager. This is intended to foster an understanding of career development and boost motivation in response to the participants’ comments that they do not have role models around them.

･Diversity Leader Training

As part of our stratified training programs aimed at promoting the advancement of female employees in the workplace, the Group has provided an online diversity leadership training program mainly for female employees in their 30s on the main career track since 2020. This is to remove anxiety about balancing work and life events and the absence of internal role models.

The program provides participants with an opportunity to face their inner selves and engage in deep self-reflection, while considering their future career development. Through this process, they reaffirm that individuality is more important than gender differences and consider how to reflect their characteristics and will in their leadership. It also boosts their motivation to acquire knowledge and skills. 

Additionally, through a panel session featuring the company’s female managers, we provide an opportunity for participants to explore their own out-of-the-box leadership styles and communicate the message that there is no single prescribed model for a leader. Holding the session online makes it easier for employees raising children to participate. 

Major Achievements
・Approximately 530 employees participated.
・Around 70% of them are now in managerial positions.
・More than 64% of female managers in Japan participated in the program.

Promoting the success of people with disabilities

The TOTO Group aims to achieve normalization and promotes the creation of a workplace where all employees, regardless of disability, can demonstrate their abilities. It also works to employ persons with disabilities on a continuous basis. In Japan, we have created an environment where employees with and without disabilities can work together, and provide accommodations tailored to each individual’s unique needs. 

We are making facility improvements, such as installing wheelchair-accessible elevators, setting up automatic doors at office entrances, and installing accessible toilets, specifically. In workplaces where people with disabilities will work, we hold preparatory meetings to share information on the necessary considerations and precautions, thereby helping them settle into their new work environment smoothly.

Furthermore, we provide support tools, such as communication boards and voice recognition apps, for employees with hearing impairments. Additionally, we hold periodic meetings to provide continuous retention support after they join the company. In terms of education, we promote understanding of disabilities at new hire and new manager training sessions on a continuous basis. In fiscal 2023, we offered e-learning on reasonable accommodations to all domestic Group employees.

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

Major Achievements
・Employment rate of people with disabilities in Japan Group companies: 2.82％ (As of April 2026)
・More than 400 employees with disabilities work across the entire Group including overseas sites.
*For detailed data on the employment of people with disabilities, see below.

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.

The TOTO Group is working to secure and utilize diverse human resources capable of demonstrating their abilities in a global environment. Our overseas Group companies are actively promoting the localization of their workforces. In Japan, we are working to obtain and retain diverse human resources by recruiting and appropriately treating competent individuals regardless of their nationality. 

Furthermore, by having people with various experiences, cultures and values work together, organizational vitality and the creation of new value will be promoted, which will expand the TOTO fan base worldwide.

Major Achievements (the entire TOTO Group)
・The Group employs approximately 13,000 foreign nationals, including those overseas.
・Ratio of employees with foreign nationals: Around 40%
*For detailed data on the globalization of human resources, please see below.

The TOTO Group defines in the TOTO Group Human Resources Policy that it respects fundamental human rights, and does not discriminate on the basis of race, creed, sexuality, social status, nationality, disability, employment status, age, religion or any other factors. Based on this policy, the Group is working to create a workplace where diverse human resources can demonstrate their abilities and is also committed to promoting correct understanding of sexual minorities (LGBTQ) and preventing unconscious bias and discrimination. 

Specifically, we are conducting awareness raising activities to promote the understanding, both within and outside the company, that LGBTQ individuals are our equal colleagues. The Group has set up a dedicated consultation desk where employees can comfortably seek advice and is promoting continuous education and understanding through e-learning for all employees. Furthermore, under our personnel system, the Group recognizes de fact same-sex partnerships, in addition to legally recognized marriages, and offers the same benefits as those offered to opposite-sex married couples. 

In FY2025, the company was awarded "Gold" for the fifth consecutive year in the PRIDE Index, an index developed by the general incorporated association "work with Pride" to evaluate efforts to address LGBTQ and other sexual minorities in the workplace. In FY2019, TOTO's initiative for the announcement of the survey results on public lavatories among sexual minorities was selected as the Best Practice that recognizes particularly advanced and outstanding activities among prizewinner companies/organizations.

From fiscal 2022, the TOTO Group in Japan has been raising the retirement age for all employees from 60 to 65 in a phased manner. Also, in order to ensure that the contributions of leaders who drive our business are reflected in their treatment more promptly, the Group has consolidated its manager qualifications. Under this new system, treatment will be determined not based solely on past evaluations and experience but rather on the current roles and achievements of the employee.

Attitudes toward the work environment and working styles are changing significantly because of such factors as a decrease in the working population caused by a declining birthrate and an aging population, as well as an increase in the age at which people become eligible for public pensions. In response, the Group has taken steps to review the treatment of rehired employees aged 60 or above and promote the advancement of young and female employees. As the contributions of experienced and highly skilled senior employees will become increasingly more important in the future, we will work to develop an environment where they can continue working with peace of mind for years to come. At the same time, by reviewing the HR system with a particular focus on management positions, we will further accelerate the creation of a workplace where employees of all generations can demonstrate their abilities.

To provide long-term support for our employee’s careers and life plans, TOTO offers a variety of support programs that take life after retirement into account. 

・Career development support (program for employees at the turning point of 50)
To mark the milestone of turning 50, the company offers a career development support program as an opportunity for employees to reflect on their careers to date and consider their future work styles and life plans. This is intended to provide career development support to motivate employees to continue working vigorously. 

・Post-retirement reemployment support
For those who will retire from TOTO and wish to find employment at another company, the company supports career development after retirement and reemployment. 

・Life planning support from the mutual aid association
Our employee mutual aid association also holds seminars under the theme of life planning and career development after retirement, which provides opportunities for continuous learning and preparation. 

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

*Full-time employees hired by the TOTO Group (Japan) on April 1st (regular hiring).

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

*Calculated based on full-time and contract employees of the TOTO Group holding positions at or above the manager level.

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)

* For general employees from fiscal year 2024 onwards, the calculation is 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.

Starting salary record (if working in Tokyo)

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

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. [2023 (as of April 2024), 2024 (as of April 2025), 2025 (as of April 2026)]
* Overseas: Calculated based on the number of employees with disabilities and total employees in the Group companies.

Number of persons with disabilities

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

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

* Calculations for fiscal 2023 include the TOTO Group (management positions) including overseas locations excluding the Americas and Europe
* From fiscal year 2024 onwards, calculations will be based on the TOTO Group (regular employees and contract employees), including overseas locations excluding the United States.
* Ratio of employees Top 5 countries

Ratio of managers by nationality

* 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