At Komatsu, we regard Diversity & Inclusion (D&I) as a source of innovation. We believe that fostering an environment where individuals can recognize and leverage one another’s unique qualities and capabilities leads to innovation and, ultimately, to the growth of the entire company. Accordingly, we promote D&I by creating a workplace where diverse talent can thrive and by expanding various systems to support diverse working styles and work-life balance. To raise employee awareness, we also carry out D&I literacy enhancement activities through promotional content such as videos and columns. In FY2024, we held a seminar on Emotional Intelligence (EQ) aimed at improving interpersonal relationships in the workplace, following previous seminars on unconscious bias in FY2022 and psychological safety in FY2023, targeting all managers across the Komatsu Group in Japan. In addition, we launched a global e-learning program that explores the connection between D&I and innovation through the lens of the Komatsu Way.

Global human resource development and promotion

With operations spanning the globe, approximately 90% of Komatsu’s consolidated revenue is generated overseas, and about 70% of our employees work outside Japan. For Komatsu, developing global leaders is a key driver of sustainable growth. In many of our overseas subsidiaries, national (local) employees are entrusted with top management roles. Furthermore, the heads of major overseas subsidiaries are appointed as "global officers", bearing responsibility not only for their respective regions but also for contributing to the overall management of the Komatsu Group. Among these global officers, those who play central roles in the Group’s leadership are appointed as Executive Officers of Komatsu Ltd. Additionally, individuals who play a central role in the management of the Komatsu Group are appointed as our executive officers. Komatsu has created approximately 700 "Global Key Positions" in Japan and overseas and developed a succession plan for these positions. We are also aiming to foster the systematic cultivation of next-generation leaders who will be responsible for global management through programs such as the “Global Management Seminar” for management-level employees and candidates, and “Komatsu Way leadership development training” for mid-level employees who play key roles in our businesses and functions. Additionally, Komatsu trains engineers who provide continuous product support at customers’ sites around the world. The Komatsu Philippines Corporation, a specialized educational institution, has trained over 150 engineers. Graduates of the training program, which lasts about six years, are subsequently employed as “global engineers” and work around the world.

Promoting gender diversity

As part of our gender diversity initiatives, we have set target values for the ratio of women among regular employees and the ratio of women in management positions as global consolidated KPIs. Toward achieving these targets, we are implementing a range of measures, including the proactive recruitment of women, structured development through training programs, the creation of environments that support continued career growth, and the active appointment of women to roles with greater responsibility and authority. These initiatives not only promote the advancement of women but also contribute to building a workplace environment where everyone can work comfortably and fully demonstrate their abilities. Komatsu will continue to promote these efforts across the entire Group.

Support for LGBTQ

In the “Komatsu's Worldwide Code of Business Conduct,” we explicitly prohibit unfair discrimination based on nationality, race, religion, age, sex, disability, sexual orientation, and gender identity, and define discriminatory behavior toward sexual minorities as a form of harassment subject to disciplinary action. Additionally, we have established an in-house counseling desk for LGBTQ individuals, recognized same-sex partnerships, and expanded the scope of welfare benefits. Furthermore, we are working to promote understanding of LGBTQ issues and create a comfortable work environment for everyone by providing education to all domestic Komatsu Group managers and distributing videos to all employees.

Promoting hiring of retired employees

As Japan’s birthrate declines and its population ages, we believe that efforts to improve employee productivity across all generations and to strengthen our older workforce are not only a response to societal realities but also a way to ensure our sustainable growth. Komatsu has been promoting initiatives to achieve the above, including the introduction of a post-retirement reemployment system in 2006 and the reemployment of all applicants up to the age of 65 (for general employees) since 2013. In 2021, Komatsu implemented an optional retirement age system for the entire Komatsu Group in Japan, which allows employees to choose the maximum retirement age of 65. Moreover, Komatsu is expanding its support framework to enable employees to continue to work at Komatsu and realize their optimal work styles based on their values by providing training opportunities for employees to reflect on their career and life, a paid leave system for skills development, and a financial aid system.