The mobile phone market sees fierce competition for market share and different attributes of users, and since the functions of mobile devices are becoming more sophisticated, the number of new services is growing and use is also diversifying.
To swiftly respond to those market trends and provide customers with attractive values, NTT DOCOMO continues to pursue diversity management to hire a diverse range of employees with different attributes such as gender, age, and nationality and turn it into the strength of the company.
In particular, we are strengthening the initiatives for supporting women's careers and we aim to double the female manager ratio in fiscal 2013 to 5% and increase the number of female executive officers to at least 10 (including the group companies) by fiscal 2018.
To realize the smart life of customers, we declare that we will drastically change awareness inside DOCOMO and continue to create and provide values by using the personality (view point of diversity) of each and every one of the employees as energy.
Diversity Promotion Roadmap
Diversity Promotion System
In July 2006, Diversity Development Office was established in Human Resources Management Department at Headquarters, where initiatives were carried out to improve systems such as those for ensuring that diversity is ubiquitous, for supporting women's careers, and for supporting the work-life balance. To further foster a corporate culture, we are currently carrying out activities with a focus on four major initiatives: fostering diversity awareness and reforming ways of working, promoting women's careers, supporting the work-life balance, and diversification of systems.
Furthermore, the general affairs/HR departments of the branch offices take responsibility for promoting diversity and establish a working group to roll out measures in each area.
Priority Items for Diversity Promotion
Fostering diversity awareness and reforming ways of working
To ensure that diversity is ubiquitous, up until now we have carried out activities to increase diversity awareness of every and each of the employees, such as delivering commitment messages from top management, conducting an awareness survey, establishing a nationwide promotion system, and providing various seminars.
Promoting women's careers
Among the diversity promotion initiatives, special focus is placed on the initiatives for promoting women's careers and initiatives are carried out to foster female career development awareness and create an environment where female employees can fully contribute their skills.
Supporting the work-life balance
Emphasis is placed on the work-life balance to ensure that employees can work in various ways.
We received the "Kurumin Mark", Minister of Health, Labour and Welfare certification based on the Act on Advancement of Measures to Support Raising Next-Generation Children in 2008 and we are further promoting the work-life balance aimed at efficiently using limited time by reconsidering ways of working.
Diversification of systems
Diversification of systems is also required because the ways of working must be reconsidered in order to pursue diversity management. These environmental changes are responded to flexibly by incorporating systems such as personalized shifts (sliding working hours), leaving the office at the fixed time, and working in the mornings (priority work).
Introduction to events and topics regarding diversity promotion.
Selected as one of the winners of the FY2016 New Diversity Management Selection 100 project sponsored by the Ministry of Economy, Trade and Industry.
Received the "Eruboshi" certification certified by the Minister of Health, Labor and Welfare and given to companies that excel in promoting women's participation and advancement in the workplace in May 2016.
Received the "Kurumin Mark", Minister of Health, Labour and Welfare certification in FY2015 for the second time.
Received a Gold rating in the "PRIDE Index" for corporate initiatives for sexual minorities for two years in a row.
Awarded the "Telework Pioneer Top 100 Award of Minister for Internal Affairs and Communications" in November 2017.