Communication Equipment
* Scope: Murata Machinery, Ltd. and Muratec group companies in Japan
We enhance the ability of employees with diverse attributes, such as gender (including sex, sexual orientation, and gender identity), age, nationality, race, and disability status, to recognize and support each other’s differences, strengthening each individual’s “power to connect.”
As a result, we aim to be a company that fosters unique creativity from diversity, and one where outstanding talent continually gathers and grows within an ever-changing social environment.
Daisuke Murata
President & C.E.O.
Murata Machinery, Ltd.
This project involves managers selected from each business division as members, acting as a driving force in formulating action plans for their own organizations on how to enable everyone to work more effectively and fully utilize their abilities. A wide range of initiatives are being implemented in accordance with department conditions, including DEI-themed workshops, study sessions on internal systems, work style reviews, and efforts to promote utilization of paid leave. At the same time, we aim for members to deepen their understanding of DEI through these activities and to drive change in the organizational culture within their respective workplaces. At the annual activity report meeting, project members and management gather together to review the year’s activities and set goals for the next fiscal year.
This initiative aims to foster an organization and culture where diverse talent can thrive by providing all employees with opportunities to deepen their interest and understanding of DEI. Throughout the year, we host seminars and lectures on various themes, including discussions between guests and our company president, psychological safety, childcare, LGBTQ+ issues, and disabilities. Even after seminars conclude, we provide limited-time access to archived recordings, offering opportunities for knowledge and information to those unable to attend the sessions in person.
Our company has established systems such as the Telework System, Flexible Working Hours System, and Self-Care Leave to create an environment where employees can flexibly respond to their life events and family circumstances while maintaining motivation and continuing to deliver results. These systems are available not only for childcare and caregiving but for a variety of personal needs. For employees responsible for childcare or nursing care, we provide not only "extended leave for childcare or caregiving" but also "shortened working hours and paid leave days to care for children or family members." In addition to institutional measures, in an effort to increase the use of parental leave by male employees, our president shares messages to employees and hosts roundtable discussions and seminars to enhance knowledge and create a supportive environment. For caregiving, we provide education through seminars and e-learning.
Since fiscal year 2015, we have been running the Women’s Leadership Program (WLP). This program targets women selected from each business division, aiming to empower them to demonstrate leadership, learn knowledge that is essential for leaders, and put it into practice in the workplace. Simultaneously, to expand opportunities for women’s advancement, we are actively promoting their assignment to departments where they have historically been underrepresented. It is also essential to foster an environment where male employees can participate in childcare to support women’s careers, so we are implementing initiatives such as introducing work-life balance support systems to male employees when they become fathers and encouraging the use of childcare support programs.
Aiming to create a workplace where individuals can work enthusiastically by utilizing their abilities regardless of their disability status, with the goal of providing a safe and secure workplace, we established a workplace where persons with disabilities can thrive at the Inuyama Plant in April 2018. Furthermore, in September 2022, we opened “Muratec Farm Hirakata” at our Head Office facility, while in April 2024, we established the “Assist Team” at the Head Office. We provide training for employees through seminars and e-learning, fostering a sense of belonging and independence while valuing communication among employees.
We strive to create a workplace where everyone can be themselves and thrive, regardless of their SOGI* (Sexual Orientation & Gender Identity). We are committed to disseminating accurate knowledge about LGBTQ+/SOGI* and promoting understanding of gender diversity. We understand the concept that gender is ambiguous and exists on a diverse spectrum. As part of employee education, we conduct seminars and e-learning programs, and distribute our original “Ally”* stickers.
Additionally, in 2022, we established internal regulations regarding same-sex partnerships, and in 2023, we joined the Kyoto City-wide “Kyoto, Where Sexual Diversity Is Respected” Promotion Network. In 2024, we are actively participating in external activities such as sponsoring BME*.
*SOGI: An acronym for Sexual Orientation & Gender Identity. The concept of sexuality that applies to all people, not just sexual minorities.
*LGBTQ+: An acronym for Lesbian, Gay, Bisexual, Transgender, and Questioning. A term not only for the aforementioned five categories, but encompassing all sexual minorities.
*Ally: An understanding supporter or advocate for LGBTQ+ individuals
*BME: Business for Marriage Equality, an organization promoting marriage equality (legalization of same-sex marriage) within Japan
We strive to create a workplace where employees can thrive and work energetically, leveraging their individual abilities regardless of nationality, culture, religion, beliefs, or values. For foreign employees, we conduct orientation upon joining the company, introduce various internal support systems, and regularly conduct surveys on the actual working conditions of foreign nationals. We strive to understand the accommodations and support required for employing foreign nationals, and we are strengthening efforts to provide learning opportunities such as business Japanese training and building networks that support their success.
