As the business environment continues to evolve and customer needs become increasingly diverse, Toyota Tsusho respects and embraces differences such as gender, age, and nationality. We firmly believe that actively leveraging these differences strengthens the entire group. Accordingly, we promote diversity, equity, and inclusion (DE&I) as a core management strategy.
Our goal is to build a resilient organization where diverse employees can express their unique strengths as individuals and grow together through mutual influence. To support this, we have reviewed our job classifications based on work details and introduced programs that enable all employees to choose from a variety of career paths.
We are also advancing work-style reforms to create a flexible and highly productive workplace. These include initiatives to enhance work-life balance by encouraging the use of paid leave and promoting childcare leave for men, as well as implementing flextime and a work-from-home system. Through these efforts, we aim to foster a corporate culture and environment where diverse talent can work with enthusiasm and continuously develop their awareness.
In addition, the CEOs of each sales division set annual targets for DE&I initiatives, report progress and outcomes at Executive Officers Meetings and the Board of Directors, and have established systems that incorporate human capital development into performance evaluations.
The Toyota Tsusho Group respects all manners of human diversity and seeks to actively leverage diversity to ensure that the group is able to address constantly changing business environments and diversifying customer needs in building a competitive advantage.
A state in which human resources of diverse nationality, race, age, gender and other attributes (personality, values, etc.) exist.
Provide fair opportunities to accommodate different circumstances.
A stance that enables everyone to participate equally in an organization and be empowered to use their capabilities to the fullest, regardless of those varying attributes.
The Toyota Tsusho Group has historically expanded its business and global presence through integrations and partnerships with various companies. Today, approximately 70,000 employees from diverse backgrounds work across more than 1,000 locations in around 130 nations worldwide. With overseas revenues accounting for over 70% of total revenue, promoting diversity, equity, and inclusion (DE&I) is truly the foundation supporting our business.
As we transition from a business primarily centered on automobiles to one that contributes to solving social and environmental challenges, it is essential to empower uniquely talented individuals—regardless of gender or experience—to thrive. In response to these evolving needs, we are accelerating our DE&I efforts focused on three key themes: expanding opportunities and environments where diverse talent can flourish; achieving work-in-life integration that balances professional and personal fulfillment; and cultivating a corporate culture that embraces diversity while fostering individual mindset transformation.
Toyota Tsusho Corporation is developing various businesses in the Republic of South Africa, including dealer and trading company businesses.
Our local operation site in the Republic of South Africa support B-BBEE*1, an economic empowerment policy for South Africans who have historically been disadvantaged,We are promoting activities in accordance with B-BBEE for economic development and job creation in the country.
| Company name (Industry) |
B-BBEE Rating |
Certificate | Percentage of HDSA*2 among management employees |
|---|---|---|---|
| CFAO Mobility South Africa (Automotive Dealer) |
Level3 | B-BBEE Verification Certificate CFAO Mobility South Africa[PDF:11.6MB] |
Top Management 50% Senior Management 17% Middle Management 29% Junior Management 52% |
| CFAO Equipment South Africa (Industrial Material handling Equipment Sales & Rental) |
Level1 | B-BBEE Verification Certificate CFAO Equipment South Africa[PDF:2.34MB] |
Top Management 0% Senior Management 50% Middle Management 56% Junior Management 77% |
| Toyota Tsusho Africa (Production Support by Logistics, Warehouse, Module assembly etc.) |
Level1 | B-BBEE Verification Certificate Toyota Tsusho Africa[PDF:393KB] |
Top Management 33% Senior Management 39% Middle Management 93% Junior Management 90% |
Toyota Tsusho South Africa Processing
|
Level3 | B-BBEE Verification Certificate Toyota Tsusho South Africa Processing[PDF:388KB] |
Top Management 0% Senior Management 50% Middle Management 88% Junior Management 92% |
Under the CHRO (Chief Human Resources Officer), the Global Human Resources Department will take company‑wide leadership in planning and implementing measures to promote initiatives in areas such as women's advancement, employment of persons with disabilities, global talent development, and support for LGBTQ employees.
In 2025, to further promote the active participation of diverse employees—a key source of value for the Toyota Tsusho Group—we launched the Human Company Taskforce, which is chaired by the President and CEO and includes members of the Board and the CEOs of our sales divisions. The Taskforce will convene monthly to identify the priority issues (“headpins”) to be addressed first for set themes such as working styles and women's advancement, make concrete commitments on actions, and monitor progress.
Toyota Tsusho is striving to expand the range of assignments and opportunities for a diverse group of employees. In Japan, we are taking initiatives to ensure that women are given ample opportunities, and overseas, we support the approach of IS0 26000, to maximize contributions to the sustainable development of regions and countries where we conduct business. We strive to achieve coexistence and mutual prosperity with local communities by developing human resources and providing stimulus to local society and economies through job creation and local procurement.
Under the D&I Declaration by top management in 2014, we have been implementing measures in four axes: (1) Human resource measures, (2) Human resource development, (3) Environmental improvement, and (4) Fostering company culture, with the advancement of women as one of our top priorities.
We will support women in continuously developing their careers and fully demonstrating their capabilities, while also advancing the development of an environment in which diverse talent can thrive regardless of gender.
To promote women’s advancement, we will address three key perspectives: “Foundation,” “Pipeline,” and “Growth.”
Foundation: Creating an environment where the burdens associated with life events such as childcare and caregiving are not disproportionately borne by any specific gender, enabling all employees to continue their careers.
Pipeline: Securing diverse talent who will lead the future management of the Group.
Growth: Establishing systematic development and an enabling environment so that women can continue to thrive as managers.
Foundation｜Percentage of men taking childcare leave: 90%
Pipeline｜Percentage of female hires: 30%
Growth｜Percentage of women in managerial positions: Over 20%
As of April 2026, the percentage of women in managerial positions at Toyota Tsusho is 10.8%. To increase the number of future female leaders, we provide education and support for both female employees and their supervisors.
Through annual goal setting, we have established a PDCA (Plan‑Do‑Check‑Act) cycle that enables supervisors and organizations to deliver the support needed.Our Women's Mentoring Program supports career awareness, broader perspectives, and problem‑solving, while leave‑of‑absence and reemployment systems tailored to life stages help employees continue working and encourage motivated employees to return. Supervisor training focuses on understanding unconscious bias and developing management capabilities that leverage diversity. In addition, we are strengthening recruitment to secure candidates for the next generation of leaders.
Since 2015, our Women’s Mentoring Program has been offered to female employees to develop and expand the pool of next-generation female leaders. Through mentoring sessions with both internal and external mentors, along with regular self-reflection, the program aims to raise career awareness, broaden perspectives, support problem-solving, and increase the range of career options within the company. Mentors include external women with managerial experience as well as internal middle managers who have completed training programs focused on communication and coaching skills tailored to individual personalities. These internal mentors are appointed across divisions to provide diverse support. The program also facilitates dialogue opportunities among mentees and between mentors and mentees to foster mutual support and networking.
When certain requirements are met, this system allows you to accompany your spouse when they transfer overseas by taking a leave of absence without retiring. This is meant to support employees' career development and to retain experienced human resources.
As of April 2026, a total of 32 individuals have taken leaves of absence.
When certain requirements are met, this reemployment system aims to support the continuation of employees' careers when they are forced to quit due to a change of residence resulting from marriage or their spouse's transfer, as well as securing talented personnel who have experience working at our company and have enthusiasm for improving themselves and working on advancing their careers.
As of April 2026, a total of 41 employees have been reemployed.
In recognition of our ongoing efforts in the promotion of active roles for women, we received "Eruboshi (Certification Stage 2)" certification in 2016, "Platinum Kurumin" certification in 2020, and were selected as a "Semi-Nadeshiko Brand 2022" in 2021.
We completed the action plan formulated and submitted in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children, and have continuously received "Kurumin" certification since 2007. We also certified received "Platinum Kurumin" certification from the Ministry of Health, Labor and Welfare as a company that provides an even higher level of support in March 2020.
In July 2016, we received "Eruboshi (Certification Stage 2)" certification from the Ministry of Health, Labor and Welfare pursuant to the Act on Promotion of Women's Advancement as a company that meets certain standards and has excellent conditions regarding promotion of active roles by women.
The Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange jointly select companies with outstanding efforts in support of dual-career and co-parenting, for both female and male employees. In March 2026, we were selected as a “Next Nadeshiko: Companies Supporting Dual-career and Co-parenting” for the second consecutive year.
The Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange jointly select companies that excel in promoting the active role of women in their respective industries for all listed companies. In March 2022, we were selected as a "Semi-Nadeshiko Brand 2022."
Toyota Tsusho recognizes employees with extensive experience and expertise as a valuable part of its human capital and is committed to fostering an environment where they can continue to contribute and thrive regardless of age.
To empower employees to actively shape their own careers and pursue opportunities aligned with their aspirations, Toyota Tsusho offers the Career Reboot Camp for employees aged 50 and above. The program provides opportunities for participants to reflect on their skills and experience, assess their market value, and explore future career possibilities. In addition, individual consultations with career advisors and Human Resources professionals provide ongoing support for autonomous and sustainable career development.
Toyota Tsusho supports continued career growth through its internal recruitment programs, Challenge Post and Challenge Rotation, which provide opportunities to take on new roles and explore different fields. The Company also operates the Partner Program for employees who wish to continue contributing after reaching retirement age. Through positions such as Senior Partner (SP) and Professional Partner (PP), employees are able to leverage their experience and expertise. In addition, Toyota Tsusho has established evaluation and compensation systems based on roles and performance, encouraging senior employees to embrace new challenges and pursue continued growth.
For those seeking opportunities outside the Company, Toyota Tsusho provides support through its Career Reboot Support Program, including career transition assistance and access to employment opportunities. By offering diverse career options, the Company supports individuals in leveraging their experience and expertise and pursuing meaningful careers both within and beyond the organization.
Toyota Tsusho views senior talent not merely as beneficiaries of support, but as important human capital that contributes to the Company's growth. Accordingly, the Company provides support tailored to each stage of career development, including career autonomy, internal career advancement, and external career opportunities.
We have installed barrier-free elevators, multi-purpose restrooms, and Braille blocks to make our facilities barrier-free. In addition, we promote the employment of people with disabilities together with Toyotsu Office Service Corporation, a special subsidiary* under the Act to Facilitate the Employment of Persons with Disabilities, and Toyotsu Human Resource Corporation, an affiliated company*. As part of our commitment to employing people with disabilities and enhancing employee benefits, we have established in-house massage facilities where we specifically hire visually impaired licensed massage therapists, such as those holding national qualifications in massage, to work as health keepers. Since 2016, we also have had special medical staff such as a certified clinical psychologist and a mental health social worker, who are capable of supporting those with disabilities.
Toyotsu Office Service Corporation has taken an initiative action to guide eligible 47 Toyota Tsusho Group companies to make their best efforts for the full-compliance with the statutory employment rate, with a view to steadily increasing the employment ratio of people with disabilities. We are engaged in initiatives ranging from support for recruitment to retention, as well as various awareness-raising activities.
In addition, we are strengthening the recruitment of both new graduates and mid-career hires at our head office in order to instill and foster a culture of DE&I as the foundation for realizing "Be the Right ONE."
We are enhancing our talent development processes to secure both the quality and quantity of global leaders. We clearly define key global positions critical to consolidated management, along with their expected roles and required skills. Successor candidates are identified for each position, and development plans are created based on the gaps between current capabilities and expectations. In particular, we focus on developing and promoting local talent to strengthen collaboration with locally rooted partners and support locally driven businesses. Progress is regularly shared and discussed at the Global HR Committee, which includes top management, ensuring continuous improvement through PDCA cycles. To support these initiatives efficiently and effectively, we have standardized our information system infrastructure on a global scale.
With approximately 70,000 employees across the Toyota-Tsusho Group, cross‑cultural understanding is essential for conducting business globally. We have established learning programs and systems to enable smooth collaboration while respecting diverse cultures.
Through the e‑Learning course available to all employees, participants acquire the mindset and practical skills needed to work effectively in cross‑cultural environments. The program helps learners understand how cultural values shape perceptions and behavior, and builds their ability to respond appropriately to cultural differences in communication, leadership, and decision‑making contexts.
We provide pre-assignment training and on-the-ground support to help overseas assignees perform their duties safely and smoothly. Training on essential HR fundamentals for assignees and on the Global Code of Conduct and Ethics is mandatory for all assignees.
To prevent incidents overseas, we provide training in safety, crisis management, and cross‑cultural communication. All assignees complete briefings on country‑ and religion‑specific taboos, as well as e‑learning modules that promote understanding of LGBTQ issues and human rights, reinforcing conduct that respects diversity.
To accelerate the development of outstanding global talent, we actively promote overseas assignments for local staff based in our international locations. Specifically, we assign local overseas staff to Toyota Tsusho’s head office as expatriates or business trainees. This provides them with the opportunity to experience our corporate culture and global operations firsthand, deepening their understanding of Toyota Tsusho. For head office employees, building networks with local overseas staff facilitates smoother communication with overseas offices and fosters collaboration. Furthermore, we have established a globally unified transfer framework—the International Assignment Policy—to ensure consistent application of rules for overseas assignments across the organization.
Our company respects all forms of diversity, including sexual orientation and gender identity, and promotes a workplace where every employee can be themselves and fully demonstrate their abilities. We are advancing multifaceted initiatives such as fostering accurate understanding of LGBTQ topics and providing knowledge essential for working internationally.
At our Nagoya headquarters, we have installed multi-purpose restrooms to create an inclusive environment that is easy for all employees—including group company members—to use.
As part of the 2024 COCE & Compliance Events, we conducted an LGBTQ awareness e-learning program for all employees to promote accurate knowledge and deeper understanding of sexual orientation and gender identity.
In training programs for newly assigned overseas employees, we provide information on global LGBTQ trends, legal frameworks, and cultural backgrounds in various countries. This program helps employees gain necessary awareness and understanding of potential risks and considerations when working abroad.
In 2014, Toyota Tsusho established the Toyota Kenya Academy in Nairobi, Kenya. The academy is a vocational and adult training center open to local community members.
Through the academy, we offer various technical training programs including automotive maintenance, construction, and agricultural machinery as well as leadership, utilizing support from the Government of Japan and domestic and overseas stakeholder organizations. More than 7,000 people have received training at the Academy to date, including youth and women.
Furthermore, we provide technical training to refugees who fled to Kenya from neighboring countries to promote their independence, in partnership with the United Nations organizations, such as UNHCR and UN WOMEN.
Toyotsu Ambika Automotive Safety Components India Private Limited (TASI) manufactures airbags in the suburbs of the capital city Delhi in India*, which has a low female labor participation rate. The company is garnering attention for enabling the active involvement of female employees.
TASI has worked to create an environment where women can work with peace of mind by installing air-conditioning in its plants for employee health and safety, providing transportation buses and dorms exclusively for female employees, and enhancing its educational package including fundamental action in the workplace and overseas on-the-job training. The company has also worked to address the issues of employment opportunities for women and work disparities by building relationships based on trust through company tours for the families of employees and other measures.
As a result of these efforts, the company has created a workplace with 100% women production workers. TASI conducts on-site recruiting activities in the northeast and northern regions of India, which are impoverished areas, and to date has hired 71 employees from these regions of its total workforce of 200.
Through these initiatives for the active and regular employment of women, Toyota Tsusho will continue to support social advancement in developing countries by giving due consideration to human rights and creating healthy work environments.
* World Economic Forum, national ranking of Economic Participation and Opportunity for Women: India was ranked 142 out of 149 countries.
World Bank, labor force participation rate by women (2017 global standard value: approx. 49%), India: Approx. 27%; declining since peaking in 2005.
