【Japan】KDDI Awarded Top ‘Gold’ Rank in LGBTQ+ Workplace Initiative ‘PRIDE Index’ for 10 Consecutive Years

KDDI Corporation announced on November 14, 2025, that it has received the highest “Gold” rank in the “PRIDE Index,” an evaluation metric for corporate initiatives related to LGBTQ+ and other sexual minorities.
The company’s continuous efforts in internal awareness education and internal/external events were recognized, marking the 10th consecutive year of receiving the “Gold” award since the 2016 fiscal year.
The “PRIDE Index” was established in June 2016 by the voluntary organization “work with Pride” (wwP) with the aim of realizing workplaces in Japan where LGBTQ+ individuals can work comfortably, transcending corporate and organizational frameworks.
In the 2025 fiscal year, KDDI also participated in the executive committee for the corporate and LGBTQ+ conference “work with Pride 2025,” 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 positioned “Transformation into a Human Capital-First Company” as a new materiality (important issue) in its Mid-Term Management Strategy (FY March 2023 to FY March 2026). The company continues its journey aiming for DE&I (Diversity, Equity & Inclusion) for all working people and everyone.

1. Policy: Action Declaration
(1) The “KDDI Code of Conduct (Basic Principles)” states that unfair discrimination based on sexual orientation, as well as gender, age, nationality, etc., and actions that harm personal dignity are prohibited.
(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 Group Sustainable and Responsible Procurement Guidelines” clearly state the promotion of procurement activities that respect human rights. Furthermore, “sexual orientation” and “gender identity and expression” are explicitly mentioned under the “Prohibition of Discrimination” section of the Guidelines.
2. Representation: Community of Individuals
(1) In September 2017, a networking exchange event was held to build connections among individuals.
(2) In March 2018, KDDI created the “KDDI ALLY” logo sticker featuring rainbow colors on the company logo and distributed it to employees declaring themselves as ALLIES (Note 1). By placing it in visible locations like PCs, the presence of ALLIES is visualized. In October 2020, an official ALLY community was launched, actively working to increase the number of 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 professional counselor hotline “Sexual Harassment/Human Relations Hotline” also handles consultations related to SOGI harassment (Note 2).
3. Inspiration: Awareness Activities
(1) In FY2013, an internally solicited seminar aimed at improving understanding of LGBTQ+ was 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, and continuous awareness-raising is included in new line manager training and new employee training.
(4) In June 2016, an LGBTQ+ seminar by the NPO ANEGO was held at the Tohoku General Branch.
(5) In August 2018, the Tohoku General Branch participated in a talk event on LGBTQ+ held at the Sendai Citizen Activity Support Center, introducing case studies of KDDI’s collaborations with NPOs.
(6) In 2019 and 2021, diversity training using VR was conducted. By simulating experiences like “being confessed to by someone that they are LGBTQ+” and “viewing the workplace from the perspective of a lesbian individual,” it provided an opportunity for personal reflection.
(7) In FY2023, an internal lecture on “LGBTQ+ and Corporations” featuring a transgender activist was held, providing an opportunity to deepen understanding of the diverse forms and gradients of gender and the experiences of individuals. Also, the “KDDI Version ALLY Handbook” was created and posted on the internal site, introducing basic knowledge, internal systems, and expectations for being an ALLY.
(8) In FY2025, KDDI will have a booth at Tokyo Pride 2025. Internally, events are being planned, including a screening of the transgender film “Blue Boy Incident” produced by KDDI Pictures, talk events, and internal events themed around family and LGBTQ+.
4. Development: HR Systems, Programs
(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 enable them to live their company life according to their desired gender.
(2) Since 2016, the gender entry field 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 (Note 3).
(4) Since June 2020, “Familyship Application” was introduced. Even if a KDDI employee does not have parental rights, children of their same-sex partner who have completed company-specified procedures are treated as “children,” and applicable internal systems (congratulatory money, leave, various allowances) are applied within the scope possible for the company (Note 4).
5. Engagement/Empowerment: Social Contribution & External Relations
(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., the use of these applicable services is permitted (Note 5).
(2) Participation in various LGBTQ+-related forums to introduce the company’s initiatives.
– In April 2017, introduced the company’s initiatives at a small LGBTQ+ seminar hosted by Trois Couleurs Co., Ltd.
– Exhibited at RAINBOW CROSSING TOKYO in 2017 and 2018, an event where corporations and LGBTQ+ individuals think together about “working as oneself.”
– Participated in the parade of Japan’s largest LGBTQ+ festival, “Tokyo Rainbow Pride,” since 2018. Has participated as a sponsor company since 2020.
– In June 2018, gave a lecture on the company’s LGBTQ+ initiatives at a seminar hosted by IBM Japan.
– Participated in the “work with Pride Executive Committee” conference on corporations and LGBTQ+ since 2019.
– In June 2022, contributed a “Top Management Pride Month Message” for work with Pride 2022.
(3) Implementation of donations to LGBTQ+ support organizations as social contribution activities.
– In August 2022, made donations to the specified non-profit organization Tokyo Rainbow Pride and the certified NPO Good Aging Ears (Note 6).
Notes:
1. Refers to individuals who actively support and act for LGBTQ+.
2. Harassment based on sexual orientation and gender identity.
3. News Release dated March 30, 2017: “KDDI Revises Internal Regulations Concerning Same-Sex Partners”
4. News Release dated June 1, 2020: “Introduction of ‘Familyship Application’ Treating Children of Same-Sex Partners as ‘Family’ Under Internal Systems”
5. News Release dated July 21, 2015: “Expansion of Applicability of ‘Family Discount’ and Other Services”
6. Sustainability News dated September 1, 2022: “Donations to 68 Organizations Engaged in Activities Aligned with Sustainability Management”