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| Human Rights, Equal Opportunities and Diversity |
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| Sony is committed to respecting human rights and providing equal opportunities. To this end, Sony is focusing on promoting diversity among its personnel as a significant component of CSR and believes firmly in the importance of understanding and reflecting diverse views in its business operations. |
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Human Rights Provisions in the Sony Group Code of Conduct
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The Sony Group Code of Conduct, enacted in May 2003, establishes general principles that underlie the human rights-related rules and activities throughout the Group.
These provisions are based on existing international standards such as the United Nations Universal Declaration of Human Rights. Sony also requests that its suppliers comply with the "Sony Supplier Code of Conduct," which promotes both compliance with local laws and adherence to more general principles of business ethics, including the prohibition of forced and child labor.
In line with its fundamental commitment to providing equal employment opportunities, Sony's global policy is to recruit, hire, train, promote and otherwise treat applicants and employees without regard to race, religion, color, national origin, age, gender, disability or other factors that are unrelated to Sony's legitimate business interests. |
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Pursuing Diversity Initiatives
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With the dizzying pace of change in the operating environment, including the rise of global competition and the diversification of customer needs, companies are under increasing pressure to provide products and services that accurately reflect the customer's viewpoint, offer innovative ideas and create new value. Taking such factors into account, Sony believes that it is important to promote diversity throughout the company and gather a wide range of ideas and viewpoints in the workplace.
In July 2005, Sony Group companies in Japan launched DIVI@Sony*1, a project aimed at stimulating a corporate climate that enables employees with diverse identities and values to realize their potential and invigorate the organization. As its first step in addressing the wider issue of employment diversity, the project is focusing on gender diversity, with the aim of fostering greater employment of women, creating a framework for advancing the careers of female employees, promoting information sharing internally and with parties outside the group, and building employee networks. In fiscal 2006, based on the results of interviews and surveys, project members held discussions with top management, arranged training and events for female employees in managerial positions, and organized roundtable meetings for general managers and a symposium on career issues for female employees. Through such activities, the project aims to enhance opportunities for women by building and expanding employee networks, further increasing the awareness of female employees and promoting management understanding and support.
Sony also participates actively in the activities of the Japan Women's Innovative Network, which was founded in 2005 and became a nonprofit organization in April 2007, and of which Sony is a sponsor. In addition, Sony is a participant in the Support Forum for Women in Business, a project of the Japan Institute of Workers' Evolution.
In the United States, Sony Electronics Inc. (SEL) is incorporating diversity into its business strategies and endeavoring to create a work environment conducive to the employment of individuals from varying backgrounds. With the aim of promoting awareness of the positive effects of workplace diversity on business, SEL is working with external groups to advance the hiring and training of women and minorities. The company holds diversity workshops for managers and senior managers and offers e-learning-based diversity training for all managers. As of fiscal 2006 year-end, approximately 1,000 employees of SEL have taken part in this diversity awareness training since its introduction in 2004.
In October 2005, Sony Electronics inaugurated two affinity groups focusing on the engagement of women and minorities. These affinity groups endeavor to support business initiatives by promoting diversity and raising employee motivation, productivity and satisfaction through a variety of workshops and events aimed at establishing networks and forums for communication and the exchange of information.
In Europe, Sony is also actively promoting the careers of female employees through the ongoing development of its employment and work practices. In cooperation with CSR Europe*2, Sony has set up a working group in which it and several other companies analyze current conditions, examine best practices and discuss measures aimed at increasing the percentage of women in specialist and management positions. Efforts are also being made to create an environment that enables women to achieve their potential by providing role models, establishing an internal mentoring system and revising employment policies. |
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| DIVI@Sony management meeting |
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| Symposium for female employees |
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*1 DIVI is an acronym for Diversity Initiative for Value Innovation. The DIVI@Sony project is designed to promote employment diversity in the Sony Group in Japan.
*2 CSR Europe is a nonprofit organization that promotes corporate social responsibility (CSR) in Europe. |
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Ratios of Female Employees and Female Employees in Management Positions by Region*3
Sony Group (Japan)
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2004 |
2005 |
2006 |
Benchmark*4 |
| Female employee ratio |
30.0% |
29.0% |
25.6% |
24.3% |
| Female management level ratio |
2.9% |
3.1% |
2.9% |
2.6% |
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Sony Group (U.S.)
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2004 |
2005 |
2006 |
Benchmark*5 |
| Female employee ratio |
37.8% |
38.0% |
38.6% |
47.7% |
| Female management level ratio |
32.7% |
32.5% |
31.4% |
35.4% |
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Sony Group (Europe)*6
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2004 |
2005 |
2006 |
Benchmark*7 |
| Female employee ratio |
36.0% |
38.0% |
39.3% |
33.4% |
| Female management level ratio |
15.3% |
17.0% |
17.4% |
25.0% |
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*3 Totals are based on data provided by Sony Group companies. Data for Japan and Europe is as of March 31 for each fiscal year. Data for the United States is as of July 31 each year. There are cases where the definition of manager varies among Group companies.
*4 Data based on corporations with 1,000 or more employees and according to a basic statistical survey of salary structures for fiscal 2005 by the Ministry of Health, Labour and Welfare. For management level, calculated as the total number of department and section managers.
*5 Based on Equal Employment Opportunity Commission statistics for 2005
*6 Sony Group (Europe) electronics business
*7 HR Index Benchmarks 2007, European Human Capital Effectiveness Report, Saratoga/PricewaterhouseCoopers |
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Composition of Sony Corporation's Directors and Corporate Executive Officers
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| As of June 21, 2007, Sony Corporation had 14 Board members, of whom one is female and three are non-Japanese nationals, and seven Corporate Executive Officers, of whom one is female and two are non-Japanese nationals. |
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Employing Individuals with Disabilities
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Japanese law requires that individuals with disabilities constitute at least 1.8% of the workforce of companies of a certain size.
Consistent with this law, Sony Corporation in Japan strives to provide opportunities for disabled individuals in fields that maximize their work contributions, and to create a positive, accommodating work environment. In fiscal 2006, Sony Corporation employed 319 individuals with disabilities, representing 2.19% of its workforce, well above the legal obligation. Additionally, a dedicated employment office within Sony Corporation cooperates with Sony Group companies in Japan to enhance internal support systems and employee awareness.
Through such initiatives, the Sony Group in Japan strives to provide individuals with disabilities opportunities to play a more active role in society. Three subsidiaries provide special employment opportunities for individuals with disabilities: Sony Taiyo Corporation, established in1978; Sony Hikari Corporation, established in 2002; and Sony Kibo Corporation, established in 2003. |
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| Sony Corporation Disabled Employees Ratio*8 |
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| *8 Average of month-end ratios for each fiscal year |
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Employing Senior Citizens
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| The Sony Group in Japan offers its reemployment system, which enables some employees to continue working after mandatory retirement age. For example, in Sony Corporation in addition to full-time work, various part-time options, as well as positions at other Sony Group companies in Japan, may be made available. |
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