Editor’s Note
KDDI has once again secured the top “Gold” rating in Japan’s PRIDE Index for LGBTQ+ workplace inclusion, maintaining this recognition for nine consecutive years. This consistent achievement highlights the company’s long-term commitment to fostering an equitable and supportive environment for all employees.
KDDI Corporation announced on November 14, 2024, that it has received the highest “Gold” rating in the “PRIDE Index,” an evaluation metric for corporate initiatives related to sexual minorities, including LGBTQ+.
The company’s continuous efforts in internal awareness education and internal/external events were recognized, marking the ninth consecutive year it has received the “Gold” award since 2016.
The “PRIDE Index” was established in June 2016 by the voluntary organization “work with Pride” (now the general incorporated association “work with Pride,” hereinafter wwP) with the aim of creating workplaces in Japan where LGBTQ+ individuals can work comfortably, transcending corporate and organizational frameworks.
In 2024, KDDI also participated in the “work with Pride 2024” conference executive committee, collaborating with other participating companies to plan and operate events aimed at creating a workplace where all employees, including LGBTQ+ individuals, can work more authentically.
KDDI has set “Transformation into a Human Capital-First Company” as a new key issue (materiality) in its Mid-Term Management Strategy (FY2022-2025). The company continues its journey aiming for DE&I (Diversity, Equity & Inclusion) for all working people.
(1) The “KDDI Code of Conduct (Basic Principles)” explicitly states not to engage in unfair discrimination or violate personal dignity based on sexual orientation, alongside gender, age, nationality, etc.
(2) The “KDDI Group Human Rights Policy” codifies compliance with international human rights norms and laws, continuous implementation of human rights due diligence, and dialogue/consultation with stakeholders.
(3) The “KDDI Group Sustainable and Responsible Procurement Policy” and “KDDI Sustainable and Responsible Procurement Guidelines (723KB)” state the promotion of procurement activities that respect human rights. Furthermore, “sexual orientation” and “gender identity and expression” are explicitly listed under the “Prohibition of Discrimination” section of the KDDI Sustainable and Responsible Procurement Guidelines.
(1) In September 2017, networking events were held to build connections among individuals concerned.
(2) In March 2018, the company created “KDDI ALLY” logo stickers featuring the company logo in rainbow colors and distributed them to employees declaring themselves as allies. By placing them in visible locations like PCs, the presence of allies is visualized. In October 2020, an official ALLY community was launched, aiming to increase allies who not only understand but also act and speak out.
(3) The in-house “Employee Consultation Center” handles consultations related to LGBTQ+. Additionally, the external specialist counselor hotline “Sexual Harassment/Human Relations Hotline” also handles consultations related to SOGI harassment.
(1) In FY2013, internally solicited seminars aimed at improving understanding of LGBTQ+ were held.
(2) Since FY2014, content to improve understanding of LGBTQ+ has been distributed annually via the internal e-learning system for all employees.
(3) Since FY2016, e-learning on diversity in general, including LGBTQ+, has been conducted, along with continuous awareness-raising in new line manager training and new employee training.
(4) In June 2016, an LGBTQ+ seminar by NPO ANEGO was held at the Tohoku Regional Branch.
(5) In August 2018, the Tohoku Regional Branch participated in a talk event themed on LGBTQ+ held at the Sendai Citizen Activity Support Center, introducing collaboration cases between KDDI and NPOs.
(6) In 2019 and 2021, diversity training using VR was conducted. By simulating experiences like “being confided in by someone that they are LGBTQ+” and “viewing the workplace from a lesbian perspective,” it provided opportunities for personal reflection.
(7) In FY2023, an internal lecture was held on the theme of “LGBTQ+ and Corporations,” inviting a transgender activist. It provided an opportunity to deepen understanding by learning about the diverse forms and gradients of gender and the experiences of individuals concerned. Additionally, the “KDDI Version ALLY Handbook” was created and posted on the internal site, introducing not only basic knowledge and internal systems but also what is expected of an ally.
(1) Since 2013, for transgender employees (including contract employees), the use of a working name, individual health check-ups, and use of universal toilets are recommended to allow them to live their company life according to their desired gender.
(2) Since 2016, gender entry on job application forms has been abolished.
(3) Since April 2017, “Same-Sex Partnership Application” was introduced. The definition of spouse in KDDI’s internal regulations was revised to include same-sex partners. All internal systems applicable to spouses (congratulatory money, leave, various allowances) are also applied to same-sex partners.
(4) Since June 2020, “Familyship Application” was introduced. Even if a KDDI employee does not have parental rights, children with a same-sex partner who have completed company-specified procedures are treated as “children,” and internal systems (congratulatory money, leave, various allowances) are applied within the scope possible for the company.
(1) Since July 2015, the scope of various services, including au’s “Family Discount,” which require “being family” as a condition of use, has been expanded. If a same-sex partnership is certified by an official document under local government ordinances, etc., use of the applicable services is permitted.
(2) Participation in various LGBTQ+-related forums to introduce the company’s initiatives.
– April 2017: Introduced the company’s initiatives at a small LGBTQ+ seminar hosted by Trois Couleurs Co., Ltd.
– 2017, 2018: Exhibited at RAINBOW CROSSING TOKYO, an event where corporations and LGBTQ+ individuals together consider “working authentically.”
– Since 2018: Participated in the parade of Japan’s largest LGBTQ+ festival, “Tokyo Rainbow Pride.” Participated as a sponsor company in 2020, 2021, 2022, 2023, and 2024.
– June 2018: Gave a lecture on the company’s LGBTQ+ initiatives at a seminar hosted by IBM Japan.
– Since 2019: Participated in the “work with Pride Executive Committee” conference on corporations and LGBTQ+.
– June 2022: Contributed the “Top Management Pride Month Message” for work with Pride 2022 during Pride Month.
(3) Implementation of donations to LGBTQ+ support organizations as social contribution activities.
– August 2022: Donations were made to specified non-profit organization Tokyo Rainbow Pride and certified NPO Good Aging Ears, both LGBTQ+ support organizations.
Note 1: Refers to individuals who actively support and act for LGBTQ+.
Note 2: Harassment based on sexual orientation and gender identity.
Note 3: News Release dated March 30, 2017: “KDDI Revises Internal Regulations Regarding Same-Sex Partners”
Note 4: News Release dated June 1, 2020: “Introduction of ‘Familyship Application’ Treating Children of Same-Sex Partners as ‘Family’ Under Internal Systems”
Note 5: News Release dated July 21, 2015: “Expansion of Applicability of Various Services Including ‘Family Discount'”
Note 6: News Release dated September 1, 2022: “Donations to 68 Organizations Engaged in Activities Aligned with Sustainability Management”