Promoting Diversity

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

Phase 1 (from 2006): Improve systems such as a system for supporting the work-life balance and ensure that diversity is ubiquitous. Establish Diversity Development Office and introduce career development program for female managers, Win-d (Women's innovative network in docomo) as support for female career development. To promote work-life balance, introduce a reemployment system (for employees who quit the company for child rearing or due to a transfer of the spouse) and a system to work at home as well as start a family day. Start e-learning for all employees of DOCOMO group companies to ensure that diversity is ubiquitous. Phase 2 (from 2010): Change the awareness of employees, promote women's careers, and ensure that the work-life balance is promoted. Introduce a system in which a female employee can work as a manager even though the working hours are short as support for female career development. Set the numerical target of the female manager ratio. Double the ratio by fiscal 2020 (to 6.0%: NTT Group's target) . Management's and employees' joint initiatives to promote the work-life balance. Introduce a no-overtime day (on Wednesdays, Fridays, etc.) and set up a Work Life Balance promotion committee. Strengthen top-management commitment by ensuring that diversity is ubiquitous. Post commitment messages from the President and executives on the company intranet. Sign the Women's Empowerment Principles (WEP). Phase 3 (from 2014): Incorporate diversity into the corporate culture. Ensure that diversity management is implemented. Strengthen initiatives for supporting women's careers, etc.Phase 1 (from 2006): Improve systems such as a system for supporting the work-life balance and ensure that diversity is ubiquitous. Establish Diversity Development Office and introduce career development program for female managers, Win-d (Women's innovative network in docomo) as support for female career development. To promote work-life balance, introduce a reemployment system (for employees who quit the company for child rearing or due to a transfer of the spouse) and a system to work at home as well as start a family day. Start e-learning for all employees of DOCOMO group companies to ensure that diversity is ubiquitous. Phase 2 (from 2010): Change the awareness of employees, promote women's careers, and ensure that the work-life balance is promoted. Introduce a system in which a female employee can work as a manager even though the working hours are short as support for female career development. Set the numerical target of the female manager ratio. Double the ratio by fiscal 2020 (to 6.0%: NTT Group's target) . Management's and employees' joint initiatives to promote the work-life balance. Introduce a no-overtime day (on Wednesdays, Fridays, etc.) and set up a Work Life Balance promotion committee. Strengthen top-management commitment by ensuring that diversity is ubiquitous. Post commitment messages from the President and executives on the company intranet. Sign the Women's Empowerment Principles (WEP). Phase 3 (from 2014): Incorporate diversity into the corporate culture. Ensure that diversity management is implemented. Strengthen initiatives for supporting women's careers, etc.

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 awareness: Major initiative is "fostering diversity awareness and reforming ways of working". Action keyword is "mutual understanding and using imagination". Specific activities are "delivering commitment messages from top management (messages every month); all employees' diversity awareness survey; nationwide diversity promotion manager conference; diversity promotion working group activities at Headquarters/branch offices; diversity e-learning for all employees; diversity training by hierarchy (for younger employees and new managers); diversity training (training for the second year after hiring)". Promoting women's careers: Major initiative is "promoting women's careers". Action keyword is "career development awareness improvement". Specific activities are "numerical target setting, posting, and progress management of female managers; Win-d activities (Woman's innovative network in docomo), Win-d Start (middle-career employees): Leader capability improvement and role model activities, Win-d Next (managers): Executive officers' exchange meetings, organization heads mentoring; diversity forums (for managers, younger employees, and students); support for employees by workplace coworkers during childcare leave (docomo Smile Relay); information terminal rental, SNS, sending internal newsletters, pre-childbirth/pre-return-to-work interviews; forum for employees on childcare leave; three-party (employee, supervisor, and diversity promotion staff) meeting for employees returning to work from childcare leave; seminar for supporting balance of work and child rearing (after returning to work) ". Supporting the work-life balance: Major initiative is "supporting the work-life balance". Action keyword is "remove anxieties and promote men's and women's participation". Specific activities are: "family day; seminar for supporting balance of work and nursing care;  delivering know-how content on nursing care, and nursing care questionnaire; company's support for ABC Cooking lesson to enlighten on housework and childcare; child rearing class for parents". Systems: Major initiative is "diversification of systems". Action keyword is "efficient operation". Specific activities are "personalized shifts (sliding working hours); leaving the office at the fixed time/working in the mornings (priority work); promoting the use of work at home; promoting hiring of employees with disabilities".Fostering awareness: Major initiative is "fostering diversity awareness and reforming ways of working". Action keyword is "mutual understanding and using imagination". Specific activities are "delivering commitment messages from top management (messages every month); all employees' diversity awareness survey; nationwide diversity promotion manager conference; diversity promotion working group activities at Headquarters/branch offices; diversity e-learning for all employees; diversity training by hierarchy (for younger employees and new managers); diversity training (training for the second year after hiring)". Promoting women's careers: Major initiative is "promoting women's careers". Action keyword is "career development awareness improvement". Specific activities are "numerical target setting, posting, and progress management of female managers; Win-d activities (Woman's innovative network in docomo), Win-d Start (middle-career employees): Leader capability improvement and role model activities, Win-d Next (managers): Executive officers' exchange meetings, organization heads mentoring; diversity forums (for managers, younger employees, and students); support for employees by workplace coworkers during childcare leave (docomo Smile Relay); information terminal rental, SNS, sending internal newsletters, pre-childbirth/pre-return-to-work interviews; forum for employees on childcare leave; three-party (employee, supervisor, and diversity promotion staff) meeting for employees returning to work from childcare leave; seminar for supporting balance of work and child rearing (after returning to work) ". Supporting the work-life balance: Major initiative is "supporting the work-life balance". Action keyword is "remove anxieties and promote men's and women's participation". Specific activities are: "family day; seminar for supporting balance of work and nursing care;  delivering know-how content on nursing care, and nursing care questionnaire; company's support for ABC Cooking lesson to enlighten on housework and childcare; child rearing class for parents". Systems: Major initiative is "diversification of systems". Action keyword is "efficient operation". Specific activities are "personalized shifts (sliding working hours); leaving the office at the fixed time/working in the mornings (priority work); promoting the use of work at home; promoting hiring of employees with disabilities".

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).

Topics

Introduction to events and topics regarding diversity promotion.

External Evaluation

Logo: DIVERSITY MANAGEMENT SELECTION 100 2016

Selected as one of the winners of the FY2016 New Diversity Management Selection 100 project sponsored by the Ministry of Economy, Trade and Industry.

Logo: Promoting women's success! "Eruboshi"

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.

Logo: "Kurumin Mark", Minister of Health, Labour and Welfare certification"

Received the "Kurumin Mark", Minister of Health, Labour and Welfare certification in FY2015 for the second time.

Logo: "Image: Index for LGBT initiatives, "work with Pride Gold 2016"

Received a Gold rating in the "PRIDE Index" for corporate initiatives for sexual minorities in October 2016

Logo: "Top 100 Telework Pioneers"  certified by the Ministry of Internal Affairs and Communications

Selected as one of the "Top 100 Telework Pioneers" certified by the Ministry of Internal Affairs and Communications in November 2016.

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