About DiversityDiversity

About Diversity

Diversity at JVCKENWOOD

We, JVCKENWOOD, consider "promoting diversity" to be one of our most important strategies and have initiated efforts to realize high employee satisfaction and dynamic corporate culture by valuing and retaining a diverse workforce.
By enhancing diversity, organizational values can be promoted more fully, which in turn fosters innovation. By promoting dynamic corporate culture and diversity, we will aim to create more values for our customers.

New Value Creation

Action Plans/Numerical Target

JVCKENWOOD has set up the following action plan to promote diversity. In Phase 1, which lasted until April 2017, awareness programs, employee training and other similar measures were carried out with the aim of ensuring diversity as a well-established corporate culture (see the Activity Results for details). In Phase 2, which will last until April 2019, we will engage in the promotion of cultivation measures and global expansion.
In addition, as part of its initiatives to promote active participation by women, JVCKENWOOD is aiming to boost the ratio of female managers to 5.0% by 2020. As a result of the measures outlined above, the ratio of female managers rose from 2.1% in 2015 to 2.9% as of June 2017.

Towards a Ratio of Women Executives of 5.0% by 2020

Content of Specific Efforts
(by April 2020)

  • Implement Diversity Adoption
  • Implement Diversity Training
  • Investigate Systems for Diversity in Working Methods
  • Have Special Events for Employees that Involved in Childbirth, Childcare, Elderly Care, etc.

On Promoting Diversity

Head of Diversity Promotion Department, Corporate Management Division Hitomi Kajitani

JVCKENWOOD's Diversity Promotion Office plays a central role in implementing various activities aimed at building an organization that allows all employees to play active roles in various environments. One such initiative was the reinforcement of the harassment consultation scheme in April 2017. By establishing a scheme that makes it easier for employees to seek advice, incidents of harassment can be dealt with at an early stage. This not only mitigates serious risks for the company, but also helps to prevent harassment in the workplace, which is one of the major impediments to the promotion of diversity. In addition, through a variety of activities such as training for managers of female employees and child and nursing care seminars, which are based on the findings of employee opinion surveys, we are striving to create an environment and systems that will enable all employees to deepen their understanding of diversity and put it into practice.
We will continue to expand our systems and support activities to enable employees to juggle their jobs with their home lives. Our promotion of diversity will also include the recruitment of more foreign employees and the empowerment of people with disabilities.

Hitomi Kajitani
Head of Diversity Promotion Office


  • 1981:Joined JVCKENWOOD, IT Division.
  • June 2013:Head of IT Division.
    Oversees IT strategy and the global IT environment. Often visits overseas sales and production sites in USA, Malaysia, Thailand, etc. on Business.
  • October 2015:Concurrently served in Diversity Promotion Department.
  • April 2016:Concurrently serves as the Head of Diversity Promotion Department.

I took two maternity leaves, once when I was 28 and again when I was 35 years old. When I had my first child, the only option available was to return to work full-time 2 months after giving birth. At the time, there were no childcare facilities for newborns so my child and I temporarily lived at my parents' home in Chiba Prefecture, where my commute to work took 2.5 hours each way. By comparison, when I had my second child, I was able to extend my maternity leave until my child was old enough to go to nursery. In addition, I was able to work part-time hours for a year after I started back at work. I really feel that having a good system in place is very important in enabling women to work through various life events.
I am now done with raising my children, but have started caring for my mother on the weekends. In addition to the childcare issue, caring for the elderly is also becoming a major social concern. I think it would be great if, by making it possible to work in more flexible ways, the workplace becomes the type of environment where all kinds of people can thrive.

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