Toyota ranks high on the Jobs.mom featured employers showcase for the fact it positions the promotion of diversity in the workplace as a crucial management strategy, and works to enable a diverse workforce in order that employees approach their jobs with enthusiasm and a sense of purpose.
To promote female employee participation in the workplace, Toyota takes measures to support work-life balance, such as developing work environments that enable women to continue working with confidence while performing childcare or nursing care duties. Take a look at Toyota’s action plan below.
Toyota is currently actively seeking applications from the Jobs.mom talent base to fill the following open positions:
The Promotion of Female Employee Participation and Advancement in the Workplace Toyota Motor Corporation Action Plan
Toyota’s plan to build an environment to promote women’s participation in the workplace:
April 1, 2020 to March 31, 2025
FOCUS 1: Provision of work-life opportunities for female employees
The ratio of females in managerial positions is low (continuation of our activity from 2016-2020 is necessary).
“The number of females in managerial positions in 2014 to be increased fourfold by 2025, and fivefold by 2030”
Our Course of Action:
Hiring: To maintain certain hiring rates for female graduates (40% or above for administrative positions and 10% or above for engineering positions) and active hiring of women throughout the year [continuation from before 2020]
System Development: The creation of a system that reports on the progress of female training in each department to our board members [from 2020]
Employee Training: The development and implementation of a plan for individual employee training [continuation from before 2020]
The utilization of a mentoring system [from 2020]
Networking: Host a global women’s conference and symposium that the managerial class and female promotion candidates can participate in [from 2019]
FOCUS 2: Creation of a supportive environment to balance work and family life
The teleworking system is not utilized enough yet.
“To increase users of the teleworking system to more than 50 percent of all employees (except for production workers and managers) by 2025, irrespective of whether teleworking for childcare or nursing purposes”
Our Course of Action
- The creation of an environment that supports the use of teleworking, and informing our employees
- Expansion of use of IT tools so that there is no big difference between working in the office and teleworking [from 2020]
- Cultural transformation to a work culture that does not make teleworking an inconvenience or a hindrance [from 2020]