Diversity and Inclusion

Fundamental Approach

Daihatsu’s priority for sustainability initiatives is “developing a safe and secure society in which everyone respects human rights and diversity.” We believe that we can achieve further growth of Daihatsu by respecting diverse values with no tolerance of any form of discrimination at the workplace such as discrimination based on gender, age, nationality, race, ethnicity, creed, religion, sexual orientation, gender identity, disability, marital status, or the presence of children, as well as by creating an environment in which each employee can maximize their abilities. We aim to both promote understanding of diversity and inclusion and to become a company which leaves no one behind and enables employees to experience job satisfaction.

Empowerment of Women in the Workplace

Daihatsu has been using the empowerment of women in the workplace, balancing work and child-raising, and other issues as opportunities to promote work-life balance for all employees as a top management commitment. Since the core users of Daihatsu vehicles are women and families with small children, it is particularly important for us that women can play an active role in the company. Accordingly, we have set ambitious goals aimed at improving women’s empowerment in the workplace, and are promoting them in a systemic manner.

Daihatsu no Mori Hoikuen Nursery

Daihatsu opened and has operated the Daihatsu no Mori Hoikuen Nursery in Ikeda City, Osaka Prefecture for Daihatsu Group employees since 2019. It was planned by a working group focused on women under the keyword of “creating together.” It is a facility that is designed to accommodate employees who are trying to balance work and childcare.

Empowerment of People with Disabilities in the Workplace

When hiring people with disabilities, Daihatsu aims to create an environment in which all divisions in the company accept personnel and grow together with them. Though we have already met the legally mandated employment ratio (2.5%) as of June 1, 2025, we continue to promote hiring people with experience who can thrive at each workplace to further expand our ranks. We work to prevent mismatches in hiring through measures such as pre-interviews and workplace tours. We also assign a central person at each workplace to promote the retention of employees with disabilities and support them in their duties. In addition, we are working with occupational health professionals to strengthen retention efforts by establishing a consultation desk with the cooperation of specialists from external public institutions.
At Daihatsu workshops, we have set up systems to enable administrative work, light work, and small component packing work, in addition to adding infrastructure such as accessible toilets, break rooms, and relaxation rooms.
When hiring at workshops, we also accept new graduates from special needs schools, and we work hard to hire such individuals to part-time positions.

Empowerment of Senior Employees in the Workplace

Daihatsu revised its reemployment system for union members and expanded it in 2018 as a senior expert system in order to enable employees to fully display the skills and know-how they have developed within the company even after reaching retirement age. Additionally, we conduct Age 50 Training to give employees the opportunity to think about post-retirement life, working styles, and career plans, and we systematically discuss and assign duties in a way that aligns with their desired workstyles. We also promote the creation of workplaces, production lines, and processes that are easy for senior employees to work in.

Work-life Balance Support Measures

We have introduced systems to help support employees in balancing their work and private lives. As a way of encouraging parents to take parental leave, we offer incentives of up to two payments of 25,000 yen per child for employees taking five or more days off for parental leave. We also have systems in place that enable employees to choose to take special leave, both short- and long-term, for infertility treatments and similar to help employees balance them with their work responsibilities.
In addition, we have an alumni reemployment system that is freely available to employees to help adapt to various life events, including marriage, childbirth, childcare, caregiving, spouse relocation, injury treatment, and educational advancement.

Active Acceptance of Foreign Technical Interns and Employees

Daihatsu operates production sites in Indonesia and Malaysia. For this reason, we have been accepting foreign technical interns since 2015; the twin goals of these internships are to promote cultural exchanges between young people in Southeast Asia and Japan, and to contribute to the development of automotive industries in Southeast Asia. An annual average of 380 interns have been accepted thus far from Indonesia to work at our Kyoto (Oyamazaki) Plant and Shiga (Ryuoh) Plant, where they are involved in automobile manufacturing and receive skill acquisition support. Based on the basic policies of the government’s intern training systems, we provide our interns with the same salary and other benefits and leave as full-time employees in similar positions. We create a living environment appropriate to interns who believe in Islam, taking into consideration their religion, cultures, and customs. Initiatives include having prayer rooms, private showers, and specialized kitchens in dormitories for Muslim interns, as well as offering Halal food¹. After their internships, many go on to serve in Daihatsu Group companies in their home countries or as specialist technicians (auto technicians) at Daihatsu distributors in Japan.
In addition, we accept new graduates fairly and equitably regardless of their nationalities, and foreign employees are active in a variety of divisions.

1. Halal food refers to food and dishes that have been prepared in accordance with Muslim dietary requirements

Welfare and Benefits

In order to become a “company where employees are happy and the No. 1 place where people want to work,” we strive to ensure that Daihatsu has the facilities and equipment needed for people to work with peace of mind, lifestyle support policies that all ages of employees are happy to have, and to expand the choices available based on individuals’ diversifying preferences. We are also focused on improving employees’ welfare and benefits literacy, making systems design and availability as easy-to-understand as possible so that they can make appropriate use of those systems.

Overview of Welfare and Benefits