Updated on August 29, 2018

Gender, Sexual Orientation, Disabilities

Promoting Greater Opportunities for Women

Sony embraces diversity and the working contributions of women, who accounted for 34% of the workforce and held 25% of management positions at the Sony Group worldwide as of the end of fiscal 2017. In Japan, Sony has set a target for women to hold 10% of management positions in the Sony Group and 15% of management positions at Sony Corporation, and pursues initiatives to actively hire, develop, give active roles to, and promote women. Sony carries out "disclosure of information" and "disclosure of action plans" in accordance with the provisions of Japan's Act on Promotion of Women's Participation and Advancement in the Workplace, using the Ministry of Health, Labour and Welfare's "Database of Corporate Performance in the Area of Women's Participation and Advancement in the Workplace."

Specifically, Sony operates a leadership program to develop leadership skills and mindsets among women and support their networking, by providing opportunities for career development and assisting the professional growth of women.

Women Employed and Women in Management Positions*2*3
FY2012 FY2013 FY2014 FY2015 FY2016 FY2017
Percentage of women in the workforce
(%)
20.5 28.6 27.2 29.5 29.3 33.6
Percentage of management positions
held by women (%)
11.6 15.9 15.9 22.2 23.9 25.3
Women Employed and Women in Management Positions (Sony Group in Japan)*2*3
FY2012 FY2013 FY2014 FY2015 FY2016 FY2017
Percentage of women in the workforce
(%)
20.0 18.6 18.6 21.3 21.0 22.1
Percentage of management positions
held by women (%)
4.2 5.7 4.8 6.5 7.0 8.4
Women Employed and Women in Management Positions (Sony Group in USA)
FY2012 FY2013 FY2014 FY2015 FY2016 FY2017
Percentage of women in the workforce
(%)
36.4 37.8 36.1 37.5 38.1 38.7
Percentage of management positions
held by women (%)
32.7 33.3 31.3 33.0 35.5 37.4
Women Employed and Women in Management Positions (Sony Group in the Mainland China and Hong Kong Region)*4
FY2012 FY2013 FY2014 FY2015 FY2016 FY2017
Percentage of women in the workforce
(%)
59.2 55.5 44.6 43.8 55.5 56.6
Percentage of management positions
held by women (%)
22.5 26.2 32.7 31.6 40.1 40.1
Women Employed and in Management Positions (Sony Group in Asia Pacific)*4
FY2012 FY2013 FY2014 FY2015 FY2016 FY2017
Percentage of women in the workforce
(%)
46.5 42.5 46.2 43.8 37.2 49.4
Percentage of management positions
held by women (%)
20.6 26.4 31.1 33.7 34.5 29.1
Women Employed and in Management Positions (Sony Group in Europe)
FY2012 FY2013 FY2014 FY2015 FY2016 FY2017
Percentage of women in the workforce
(%)
33.3 34.3 36.0 34.5 36.9 35.9
Percentage of management positions
held by women (%)
23.2 26.6 25.9 33.6 34.9 37.5
Women Employed and in Management Positions (Sony Group in Other Areas)*5
FY2012 FY2013 FY2014 FY2015 FY2016 FY2017
Percentage of women in the workforce
(%)
- 37.4 38.1 41.4 41.5 38.5
Percentage of management positions
held by women (%)
- 24.7 30.0 28.1 37.4 37.9
  • *2Totals are based on data provided by Sony Group companies as of the end of each fiscal year (March 31). The definition of "manager" varies in different countries, regions and companies.
  • *3Women in management positions at Sony Corporation: 12.7%
  • *4Southeast Asia, Oceania, India, South Korea and Taiwan Region
  • *5Middle East, Latin America, Africa, and Canada
Key Activities to Promote Women's Career Development at the Sony Group around the World
Electronics
Business
(Japan)
Sony kicked off Diversity Week 2017 by organizing the Next Women Leaders' Meeting, a symposium that included panel discussions featuring women in management and talks by senior management and outside presenters. The symposium for women and their managers raised awareness of the need to further promote diversity to enable Sony to realize further innovation and competitiveness, while also examining the changes that are needed to better leverage diversity including women.
Sony Group
(United States)
In 2016, Sony organized the Women's Forum in San Diego to support the careers of women working in the Sony Group's operations in the U.S. and provide a platform for networking. A networking group was established to address specific issues and improve work-life balance for women.
Electronics
Business
(Asia)
Sony adopted a policy for maternity and childcare leave to allow for full and flexible work schedules, thereby providing a convenient working environment for women with children. Also, some of the Group's production facilities have set up nursing rooms.

Promoting Greater Opportunities for Individuals with Disabilities

Based on the philosophy of Sony co-founder Masaru Ibuka of creating workplaces that do not offer charity, but rather create an environment that makes it possible for individuals with disabilities to manufacture products that exceed those manufactured by individuals without disabilities, the Sony Group strives to realize an environment in which individuals do not feel held back by their disability and disabilities do not create barriers. Sony is working to create an inclusive workplace environment where employees can build successful careers regardless of any disabilities they may have. The Sony Group seeks to employ persons with disabilities, complying with applicable laws, regulations and rules in the regions in which it operates.

At Sony Group companies in Japan, employment know-how and experience related to past cases are integrated in a dedicated department within the human resources Division. This particularly leverages knowledge gained through the special-purpose subsidiaries Sony Taiyo Corporation,*1 which has over 40 years of experience in this field, and Sony Kibou/Hikari Corporation, which specializes in providing employment opportunities for individuals with intellectual disabilities. The Sony Group supports employees with disabilities and works to create inclusive work environments so that they can leverage their abilities at all Sony group companies other than the special-purpose subsidiaries, as well. Specific programs include joint recruiting events (now in their tenth year) where about 20 Sony Group companies take part, guidances given to workplaces that are striving to improve their work environments to accommodate new employees with disabilities. Sony also conducts sensitivity training hosted at its special-purpose subsidiaries to give employees more valuable opportunities to see things from the perspectives of persons with disabilities.

Even before the enforcement of Japan's Act on the Elimination of Discrimination against Persons with Disabilities, Sony has long taken reasonable accommodation measures tailored to each individual and has also created Group Guidelines. In addition, Sony has set up a consultation system and holds study meetings and promotes the employment of persons with disabilities in a unique way to ensure they have access to important roles across the Group.

Sony also seeks to enhance social awareness of diversity and inclusion issues. For example, Sony Taiyo Corporation holds inclusion workshops aimed at providing opportunities for elementary and junior high school students with and without disabilities to experience together the fun of science firsthand. Additionally, Sony organizes job fairs for students with disabilities to make them aware of employment opportunities and consider careers.

Sony's commitment in this area extends beyond legal compliance, by making workplaces accessible and actively encouraging greater awareness of diversity and inclusion issues. In fiscal 2017, employees with disabilities accounted for 2.76% of Sony Corporation's workforce, while the average for Sony Group companies in Japan (with over 101 employees, consolidated basis) was 2.2% as of March 2017, both well above the 2.2% mandated by Japanese law for companies over a certain size.

  • ※1Sony Taiyo, Sony's first special purpose subsidiary, has implemented concepts such as universal design and inclusive design—a comprehensive workplace design concept that emphasizes usability, environment and education to meet the needs of all people — to create a work environment in which anyone can work with and without disabilities.
Key Activities to Promote Career Development of Individuals with Disabilities at the Sony Group around the World
Collaboration with various organizations (Japan) Sony works with universities and other types of organizations to hold lectures targeting the interests of university students and parties involved in the employment of persons with disabilities. Moreover, Sony has been implementing seminars on job opportunities for university students with disabilities every year since 2004. These seminars are useful to the participants regardless of whether they end up working at Sony or not. In addition, as a part of hands-on training for employees, visits to special-purpose subsidiaries of Sony Corporation are held with the aim of encouraging employees to embrace diversity in business.
Sony Group (outside Japan) In order to learn about the employment of persons with disabilities in Japan, and to apply this to local hiring, supervisors visit special-purpose subsidiaries and Sony Group affiliates throughout Japan and prepare manuals for use in their home countries. In the Asia region, Sony does more than just donate to organizations for persons with disabilities, or help deal with legal requirements; the Group actually makes use of know-how from within Japan to promote hiring of persons with disabilities.
Electronics Business (UK) Sony UK is running a Being Me campaign that is open to all employees, where they can hear the inspirational stories of guest speakers who have overcome great personal difficulties. Speakers at Being Me sessions include, for example, a woman who had set up her own school and then college to ensure a proper education for her children with Autism/Asperger's Syndrome, and a person who had become a successful accountant despite being blind. Such events provide valuable opportunities for employees to hear and think about such matters.
Electronics Business (Thailand) Sony Technology (Thailand) Co., Ltd. actively hires persons with disabilities as part of its regular workforce and exchanges information with Sony's special-purpose subsidiaries in Japan.

LGBT Inclusivity

The Sony Group is working globally to provide LGBT*1 employees with a working environment and opportunities that respect their individuality and leverage their individual talents, free of discrimination and prejudice.

In Japan, Sony has expanded certain personnel programs*2 to encompass same-sex partners and implements an e-learning course for all employees that covers LGBT issues, while also offering LGBT workshops.

Sony also supports the diversity of employees in other ways, such as enabling employees to use their preferred names at work, providing multipurpose restrooms, using gender-neutral uniforms, making it optional for job applicants to indicate their gender on applications, and providing private toilet and shower facilities in each room at corporate dormitories.

  • *1LGBT stands for lesbian, gay, bisexual, and transgender. The expression is broadly used to refer to persons with diverse sexualities.
  • *2Personnel programs that have been extended to same-sex partners include monetary gifts and leave for bereavement, rent subsidies, and participation in employee family events.
LGBT Initiatives by the Sony Group around the World
Financial services (Japan) In April 2018, Sony Bank expanded its mortgage loans to include same-sex partners who meet certain criteria and submit required documentation, making partners eligible for family pair repayment and to be collateral providers on mortgage loans.
Electronics Business (USA) In the United States, Sony Pictures Entertainment Inc., Sony Electronics Inc. and Sony Corporation of America achieved top score based on assessments of the maximum score of 100% in the Corporate Equality Index from the Human Rights Campaign Foundation as companies that create ideal working environments for LGBT employees. These scores reflect the level of fairness achieved within the organization toward LGBT employees, which is underpinned by rules designed to support these employees. Additionally, managers and employees participate in LGBT pride parades to raise awareness.
Electronics Business (Europe) Managers and employees participate in LGBT pride parades to raise awareness.
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