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Sustainability > Human Resources > Workplace Diversity, Equal Opportunity

Human Resources

Workplace Diversity,
Equal Opportunity

Workplace Diversity Policy

The Daikin Group believes it is our people who make us competitive. A company can only grow stronger by having a diverse range of employees working within an organization that is conducive to mutual understanding of one another's distinct values and that allows everyone to shoot for a lofty goal. Our Group Conduct Guidelines state that while respecting diverse values and approaches to work, we shall mutually accept our respective differences, act in harmony, gather the abilities we possess, and strive to be a Group in which each member expresses his or her ambitions and then takes bold actions with great passion and perseverance to realize those ambitions.

Based on this philosophy, we strive for diverse management in which we make the most of the talents of all genders, ages, nationalities, races, skin color, religions, physical abilities, sexual orientation and gender identity, and levels of occupational experience.

The Daikin Group's employee make-up is becoming increasingly diverse, with a greater number of non-Japanese and women in our ranks. Since introducing our rehiring system in 1991, we have been making greater use of Daikin's experienced retirees.

Employee Composition (Data for Daikin Industries, Ltd.)

  2012 2013 2014 2015 2016
Male Female Male Female Male Female Male Female Male Female
Number of employees 6,774 1,025 6,810 1,084 6,839 1,151 6,844 1,189 6,896 1,232
Average range of services (years) 16.5 10.4 16.4 10.3 16.6 10.3 16.7 10.5 16.9 11
Average age 41.7 35.1 41.6 34.6 41.5 34.5 41.3 33.8 41 34.1
Number of managers 939 21 951 22 957 29 984 36 1,013 47
Number of board members 47 1 47 1 46 1 48 1 49 1
Number of foreign nationals 38 20 38 20 47 29 52 21 48 25

Note: Includes employees on loan


Maximizing the Talents of Women

Accelerating Efforts to Maximize the Talents of Women in Japan

Nadeshiko BrandNadeshiko Brand


Daikin Industries, Ltd. has striven to maximize the talents of female employees to create identical working conditions for both men and women in order to reach our goal of using the talents of all employees to the fullest.

By the end of fiscal 2020, our goal is to have at least one female officer and 100 female managers (10% of all managers; rate as of end of March 2017 was 4.4%, or 47). We are carrying out numerous efforts to this end: measures aimed at speeding up training for future female managers, awareness training for male managers and female employees, and support for workers making an early return to work from childcare leave so that maternity leave and childcare leave do not inhibit an employee’s career advancement. In fiscal 2016, a total of 150 participants (managers with female subordinates, and male employees in leadership positions) joined in five sessions of management training aimed at fostering female employees.

For our efforts to foster female employees and help women achieve a work-life balance, in August 2016, Japan’s Ministry of Health, Labour and Welfare (MHLW) awarded Daikin the highest level of certification (L-boshi certification), which is given to companies that show excellence in promoting the talents of women in the workplace. In March 2017, we were also granted “Nadeshiko Brand” designation by METI and the Tokyo Stock Exchange (TSE) as a company that is exceptional in promoting women’s success in the workplace. This was the fourth time, and the third consecutive year.


Hiring Women

Increasing Percentage of Female Employees

As of April 2017, women accounted for 15.4% of all employees of Daikin Industries, Ltd.

Starting in fiscal 2013, we began our policy of hiring more women for technical and skills positions. As a result, women periodically hired accounted for more than 30% of all new employees hired for the third consecutive year.

In fiscal 2015, we began collaborating with universities to hold lectures, round-table discussions, and internships that would help prepare women for careers, and we stepped up efforts to hire more women. Our goal is to take on 100 women a year through our periodic hiring and have women account for 17% of all employees, which exceeds the 15.5% average (fiscal 2013) for the manufacturing industry.

There were 100 women newly hired in April 2017, 35.5% of all those hired.

Number of People Periodically Hired and Women as Percentage of Total
(Daikin Industries, Ltd. only)

Number of People Periodically Hired and Women as Percentage of Total (Daikin Industries, Ltd. only)


Re-employment of Retired Employees

Re-employing More than 100 Veteran Workers Each Year

In 2001, Daikin Industries, Ltd. became one of the first companies in Japan to introduce a re-employment system. Retirees wishing to continue working at Daikin following retirement can use their skill and knowledge in a flexible employment system that allows them to work reduced hours and on call. Since introducing this system, over 100 have been re-employed each year. In fiscal 2015, there were 596 retirees working under this system at Daikin. Eight of these re-employed veterans have been assigned to overseas posts so that they can impart their superior skills and know-how to our bases in other countries. We are working to raise motivation among these re-employed veterans by giving bonuses to those demonstrating outstanding contribution to company performance.

All group companies in Japan have also had this re-employment system since fiscal 2006, when Japan put into effect the Revised Law Concerning Stabilization of Employment of Older Persons. Those applying for this system may work until they are 65, with their working hours and pay scale decided on by labor and management.

The contribution of these experienced workers is becoming more important with Japan's declining birthrate and aging population. We plan to place these workers in positions that are best for them by considering their requests and expertise and by having them consult with their superiors.

Number of Re-employed Workers and Rate of Re-employment
(Daikin Industries, Ltd. only)

Number of Re-employed Workers and Rate of Re-employment (Daikin Industries, Ltd. only)

History of Daikin's Re-employment System

1979 Retirement age extended from 55 to 60.
1991 Introduction of re-employment system for employees up to 63.
2001 Age raised from 63 to 65.
2004 Senior Skill Specialist contract employee system introduced.
2005 Experience worker revitalization project started.
2006 System introduced at Daikin Group companies in Japan.

Employment of People with Disabilities

Hiring More People with Disabilities across the Entire Group

Daikin Sunrise Settsu (Japan)Daikin Sunrise Settsu (Japan)

New plant of Daikin Sunrise SettsuNew plant of Daikin Sunrise Settsu

Based on the belief that the cumulative growth of all group members leads to the company’s development, we have faith in people’s unlimited abilities, whether they are able bodied or disabled, and we strive to maximize their talents in becoming a corporate group in which employees can continue to work with enthusiasm and pride.

In 1993, based on the Act on Employment Promotion etc. of Persons with Disabilities, Daikin Industries, Ltd. established Daikin Sunrise Settsu Co., Ltd. (DSS), a cooperative venture with the Osaka Prefecture and Settsu City governments. This venture gives people with disabilities greater opportunity to make the most of their skills at workplaces designed specifically with their employment in mind.

We also strive to hire persons with disabilities not just at DSS but at Daikin Industries, Ltd. and Daikin Group companies.

As of the end of fiscal 2016, 2.19% of workers in the Daikin Group are disabled, a percentage above the legal requirement.

Number of People with Disabilities Employed and Employment Rate
(Group companies in Japan)

Number of People with Disabilities Employed and Employment Rate (Group companies in Japan)

*1 Legally, one severely disabled person employed is counted as two people with disabilities.

*2 Employment rate = number of people with disabilities employed / number of people employed.

Daikin Overseas Bases Hire Disabled Workers

Employees of Daikin Air-conditioning (Shanghai) Co., Ltd. at an exhibition of the achievements of educational groups in Shanghai City

Daikin Air-conditioning (Shanghai) Co., Ltd. has been doing all it can to hire people with disabilities and it currently has 60 disabled employees. In April 2014, the company was recognized by the government as an occupational training base for people with disabilities.

In July 2015, the company placed fifth in an exhibition celebrating the abilities of disabled persons from all over China. In November 2015, a group of disabled employees from Daikin Air-conditioning (Shanghai) Co., Ltd. took part in an exhibition of the achievements of educational groups in Shanghai City, winning an award for best teamwork. These are just a few examples of how disabled employees at Daikin in China are taking the initiative to make their mark in society.

Daikin Industries (Thailand) Ltd. has 22 disabled employees, and Daikin Compressor Industries Ltd. has 19 disabled employees.


Promotion of Local Personnel at Overseas Bases

Promoting Local Employees to Managerial Positions at Overseas Bases

As Daikin’s business globalizes, we are trying to globalize our management as well by promoting more employees at overseas bases to managerial positions at their bases. We have the Global Daikin Leadership Development Program for locally hired managers at worldwide bases in order to give them the capabilities to run Daikin subsidiaries in their own countries.

As of the end of fiscal 2016, local nationals accounted for about 52% of the presidents at overseas Daikin bases and about 50% of the directors. Of Daikin’s 20 European sales bases, 15 of them had local nationals as presidents.


Diversity Education for Employees

Training Japanese Employees for Work at Overseas Bases

Daikin Industries, Ltd. has a variety of training for Japanese employees who will be working at overseas bases so that they are able to respect the values of local employees and communicate with them properly.

The goal of this training is to help the appointees adapt as smoothly as possible to their new country by boosting their knowledge of things like its current affairs, people’s thinking and values, and the main considerations when doing business there, as well as by deepening their understanding of Our Group Philosophy, which is the unifying force for all group employees. Some of the appointees will take language training if necessary. About 104 Daikin Industries, Ltd. employees took part in this training in fiscal 2016.


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