Measures to Promote Women's Participation in the Workplace

Toyota has positioned the promotion of diversity in the workplace as an important management strategy and is undertaking measures to enable a diverse workforce to work with enthusiasm and a sense of purpose. With regard to promoting women's participation in the workplace, Toyota takes measures to support a work-life balance such as developing work environments that enable women to continue working with confidence while performing childcare or nursing care for a family member.

Revised: March,2018

Action Plan based on "the Act on Promotion of Women's Participation and Advancement in the Workplace"

Toyota has decided on the following plan to build an environment to promote women's participation in the workplace.

1. Implementation Period

From April 1st, 2016 to March 31st, 2020

2. Our Challenges

The number of female employees is not large enough, and the proportion of female in managerial positions is low.

3. Target

The number of female in managerial positions in 2014 to be increased three fold by 2020, and fivefold by 2030

4. Our Actions

Action 1: Maintain a hiring rate for female graduates (Administrative: 40%; Engineering: 10%)

Action 2: Provide supporting a balance between work and childcare, and create an atmosphere and environment to support an early return to work from maternity leave

[Details of the Action]

<Support for balancing work and childcare>

  • Create a working atmosphere that supports women's participation in the workplace [From April, 2016]
  • Promote male employee's participation in child care [From October, 2016]
  • Expand the teleworking system [From October, 2016]

<Support for early return to work from maternity leave>

  • Promote usage of subsidy for child care cost [From April 2016]

Action 3: Develop career awareness and systematic personnel training aimed at female managerial appointment from an early stage

[Details of the Action]

<Career awareness>

  • Promote initiatives to enhance female awareness [From April 2016]
    (Holding of female-oriented roundtable discussion, group exchange meetings)

<Systematic personnel training>

  • Enhance programs for managerial level employees [From April, 2016]

Action Plan based on "the Act on Advancement of Measures to Support Raising Next-Generation Children"

1. Period

From April 1st, 2018 to March 31st, 2020

2. Contents

Aim 1: Promotion of understanding and Publicizing various systems / examples related to balancing work and childcare


  • Continuous information provision through TMC website (From May, 2018)

Aim 2: Promotion of male employee's participation in childcare


  • Sending messages appealing male employee's participation in childcare to male employees having a child (October, 2018)
  • Holding a round-table talk for male employees balancing work and childcare (From December, 2017)