Respect for Diversity
First written in FY2018-Q2. 6 of 13 entries say "Advanced", first in FY2020. Latest entry: 2026-06-22.
1 other company's latest entry also says "Restated".
- 2026-06-22RestatedGovernance
「（目標年：2030 年 3 月期）当社の取締役及び執行役の男女比を均等にする（2026 年 3 月時点女性比率 31.3％）」
2030年3月期の役員男女比均等及び女性管理職比率30％の目標を維持し、2026年3月時点の実績値を再掲している。 - FY2026SoftenedAnnual report
「Female representation among directors and executive officers (Note 6) 50% by the fiscal year ending March 2030 31.3% (Note 7) Female representation among managers worldwide (Note 8) 30% by the fiscal year ending March 2030 17.0% (Note 2)」
Although the 2030 targets remain unchanged, actual results for the fiscal year were 31.3% female representation among directors and executive officers and 17.0% among managers, down from the figures disclosed for the previous fiscal year. We continue to operate the D&I Council and the POD and female talent development programs. - 2026-05-25RestatedGeneral Meetings of Shareholders
「2030年3月期までに女性取締役・執行役比率 50%」
多様性に関する2030年目標を価値創造プロセス上でも再掲している。 - FY2025AdvancedAnnual report
「Female representation among directors and executive officers (Note 5) 50% by the fiscal year ending March 2030 37.5% (Note 6) Female representation among managers worldwide (Note 7) 30% by the fiscal year ending March 2030 17.4% (Note 2)」
Regarding the D&I targets, we disclosed female representation of 37.5% among directors and executive officers and 17.4% among managers worldwide. We also reorganised the D&I Committee into a D&I Council centred on division heads. - FY2024AdvancedAnnual report
「This workshop was conducted as part of “GROW: Great Managers at LIXIL,” which was launched ahead of schedule in Japan in October 2023. With managers at general-manager level serving as facilitators, 6,000 people worldwide participated over 8 months.」
The D&I policy was translated into the GROW program for managers, with 6,000 people worldwide participating over 8 months. The current-year result against the 30% target for female representation among managers was 17.1%. - FY2023AdvancedAnnual report
「Under our D&I strategy, we have set targets of establishing a culture of inclusion throughout the Group and correcting gender imbalances by 2030.」
Against our 2030 targets of 50% female representation among directors and executive officers and 30% female representation among managers, we disclosed current-year results of 31.3% and 17.5%, respectively. - FY2022AdvancedAnnual report
「In September 2020, we established the D&I Committee to accelerate our diversity and inclusion (D&I) initiatives with the aim of transforming the organisation and executing our business strategy.」
We have shown a framework for accelerating D&I initiatives through the D&I Committee, established in September 2020, including setting benchmarks and monitoring progress. - FY2021AdvancedAnnual report
「As a Group-wide D&I strategic target, by 2030 we aim to achieve an equal gender ratio among our directors and executive officers, as well as a 30% female representation among managers across the Group.」
Respect for diversity has been translated into Group-wide targets of an equal gender ratio among directors and executive officers and 30% female representation among managers by 2030. - FY2020AdvancedAnnual report
「Viewing the vitality generated by diversity as a source of entrepreneurial spirit, we adopted the “LIXIL Diversity & Inclusion Declaration” and are implementing it throughout the Group to achieve growth and innovation going forward.」
We have progressed from positioning respect for diversity as a principle of the new management plan to adopting and implementing the Diversity & Inclusion Declaration. - FY2019ReframedAnnual report
「The new management plan was formulated around three core principles: “Diversity,” “Beyond” and “Team Leadership.”」
We treat respect for diversity not only as a key sustainability priority but also as one of the core principles of the new management plan. - FY2018RestatedAnnual report
「We are promoting diversity management, including efforts to secure female workers, and developing systems and working environments that enable employees with diverse backgrounds to fully demonstrate their individuality and abilities and thrive.」
We continue to respect diversity as part of our efforts to attract and develop talent and create a better workplace environment. - FY2018-Q3RestatedAnnual report
「In addition, we will continue investing in a better future and advancing our strategy in three areas: water conservation, environmental protection and respect for diversity.」
Respect for diversity continues to be a key focus area alongside water conservation and environmental protection. - FY2018-Q2First statedAnnual report
「In addition, we will continue investing in a better future and advancing our strategy in three areas: water conservation, environmental protection and respect for diversity.」
Respect for diversity was explicitly identified for the first time as a key sustainability area alongside water conservation and environmental protection.