Message from the CEO
SoftBank aims to be the business group which is most needed by the people of the world and will continue to take on challenges and evolve to become a “comprehensive digital platformer.” One of the driving forces behind that goal is the creation of a management foundation upon which diverse personnel can play an active role. It is essential that we eliminate barriers due to age, gender, nationality, and disabilities, and it is extremely important that we ensure diversity within the core personnel involved in management.
I have positioned diversity as an important business challenge and will initially focus the spotlight on supporting women in the workforce and establish a Committee for the Promotion of Women in the Workforce including expert advisors. In order to create a corporate culture in which diverse personnel can play an active role, I hope to actively promote diversity and inclusion to make SoftBank into a vibrant and uplifting company.
President & CEO, SoftBank Corp.
Creating a strong
the capabilities of diverse individuals
SoftBank Corp. strives to create opportunities and build an environment in which all employees, regardless of age, gender, nationality or disability, can demonstrate their individuality and capabilities. Promotions are given based on fair evaluation of responsibilities, performance and capabilities.
Employees are united with a common vision, able to leverage each other's strengths, communicate freely and pursue innovation in their efforts toward realizing the corporate philosophy.
When it comes to promoting internal diversity, we face the issues in each organization and implement programs centered around the full-time Diversity Promotion Section within the Human Resources Division such as unconscious bias e-learning for all employees and diversity management training for managers.
in the workforce
As of April 2021, women accounted for about 26.9% of all employees at SoftBank with 7.1% of managerial positions held by women. More than 90% of female employees who take maternity or childcare leave return to work. The average length of service is 12.8 years for men and 12.4 years for women, which is only a slight difference. Many female employees are able to balance both their work and childcare responsibilities.
Furthermore, to see even greater utilization of women in the workforce, SoftBank is improving and expanding its system of childcare leave and reduced working hours beyond what is stipulated in the Child Care and Family Care Leave Act. In addition to creating a work environment that enables mothers to have and raise children with peace of mind, SoftBank offers special childbirth allowances, childcare support and other unique career support systems so female employees can reach their full potential.
Specifically, career training and leadership training is provided for female employees on an ongoing basis. From 2018, a mentoring program run by internal managers was started to support various forms of career development for women to play a greater role within the company. In addition, we have announced a goal of increasing the percentage of managerial positions held by women to 20% by FY2035 and will establish a “Committee for the Promotion of Women in the Workforce” consisting of the CEO, officers, and other members from July 1, 2021. This numerical target represents roughly three times the rate of managerial positions held by women in FY2021 (approximately 7.1%) and will exceed 15% (double the rate in FY2021) in 2030 during this process.
Committee for the Promotion of Women in the Workforce
Ratio of women in managerial positions
|Items||Apr. 2017||Apr. 2018||Apr. 2019||Apr. 2020|
|Number of women in managerial positions||241||272||300||338|
|Ratio of women in managerial positions||5.6％||6.2％||6.6％||7.1％|
SoftBank received “Eruboshi” certification (class 2) by the Japanese government, in recognition of the company's superior accomplishments in initiatives to promote women's advancement in the workplace.
with respect to labor
The grade of all employees is determined according to the mission that they are responsible for and their work style rather than their age, gender, or other personal factors, and we have introduced a compensation system that rewards work performance in order to strive to pay fair wages which are unrelated to gender. In order to assess the actual conditions under such a policy, we conduct a comparison once a year of the average amount of the “base salary only” and the “base salary and bonus” which covers officers, managerial positions, and non-managerial positions. While the same salary system is being applied to men and women, differences in total compensation are occurring as a result of the current grade structure. Based on these circumstances, in 2019 we set a target of “increasing the number of women in managerial positions to 300 by 2022” to promote the active role of women, and we are striving to create a workplace which supports childbirth and child rearing, maintain various systems, and provide career support for women to maximally utilize their abilities.
Hiring people with special needs
As of June 2020, the hiring rate of employees with special needs is 2.39% of all employees working in Japan and overseas. At SoftBank Corp., we want each employee to utilize their respective abilities to play an active role in the company. As a general principle, SoftBank applies the same criteria in the employment of people with special needs as non-disabled persons, and while consideration is given to an employee’s disability, once employed, scope of work, promotion, and evaluation standards are identical to those of non-disabled employees. We aim to create an environment in which everyone can work in a lively manner regardless of any special needs.
Support for LGBTQ employees
Our aim at SoftBank is to maintain a working environment in which all employees, regardless of their sexual orientation, can feel proud of and rewarded by the work they do.
In October 2016, SoftBank amended its internal rules to recognize same-sex partners as spouses in line with the definition defined in its internal documentation, in addition to spouses recognized under Japanese law. If the relevant documentation is submitted and processed, same-sex partners are eligible to receive spousal benefits equal to those of other married couples. SoftBank has also set up an LGBTQ-related consultation desk at its Wellness Center in combination with HR consultation services.
In the preface to internal rules on respecting human rights and the forbidding of discriminatory behavior, SoftBank added clauses related to mutual respect regardless of gender, sexual orientation and gender identity, making it clear that discrimination on the grounds of sexual orientation is strictly forbidden. SoftBank is also promoting LGBTQ awareness at training sessions for newly appointed managers and through e-learning training for all employees. SoftBank will continue to strive to develop a workplace environment where all kinds of employees can fully realize their potential and take on challenges to grow with the goal of enabling the success of a more diverse group of talented people.
in Japan’s largest LGBTQ event
“Tokyo Rainbow Pride”
SoftBank approves of the mission behind “Tokyo Rainbow Pride” which aims to create a society in which LGBTQ and other sexual minorities can live in a way which is true to themselves without being subject to discrimination or prejudice.
SoftBank employees and their families participated in the parades held in 2018 and 2019.
During the parades, the Softbank Omotesando shop located along the parade course decorated the shop interior with a rainbow theme and handed out shopping bags with a limited edition design. Softbank crew members engaged in awareness activities by wearing original T-shirts, and the company's LGBTQ initiatives were introduced in a panel exhibition inside the venue.
Awarded the highest “Gold”
rating in the “PRIDE Index”
for four years in a row
Since 2017, SoftBank has received the highest “Gold” rating in the “PRIDE Index” evaluation for four years in a row for its internal initiatives for LGBTQ and other sexual minorities.
The “PRIDE Index” is awarded to companies with superior LGBTQ initiatives and was established by the “work with Pride (Japanese)” voluntary association for the purpose of achieving broad social recognition of specific ways to create comfortable workplaces for LGBTQ and other sexual minorities.
“Development of a resilient management foundation” materiality for the achievement of SDGs
SoftBank has established six materiality areas (priority issues) aimed at the achievement of SDGs under the concept of creating “a world where all things, information, and minds are connected.” As part of our efforts to “develop a resilient management foundation,” we are promoting “improvements in productivity through advanced work environments” to drive workstyle reforms through technology utilization and promote health management.