Promoting Diversity
Policy
The Anritsu Group has made "promoting diversity" a materiality, and is promoting a corporate culture in which diverse human resources can demonstrate their abilities in their own unique ways of working.
We practice a policy of promoting diversity in human resources, which states that "diverse employees with diverse values and ways of thinking will come together to create new value by leveraging diverse perspectives and strengths." Under our human rights policy that supports and respects the elimination of discrimination in employment and occupation, we prohibit any discrimination based on race, nationality, gender, age, work philosophy, religion, sexual orientation, gender identity, gender expression, or physical or mental disability.
System
The Chief Human Resource and Administration Officer is responsible for decision-making regarding the promotion of diversity in human resources, human resource development, and the creation of a comfortable work environment within the Anritsu Group.
The officer discusses and deliberates with the Management Strategy Conference and the Board of Directors the formulation, implementation, and progress of the Mid-Term Business Plan (GLP) regarding the human resources strategy, the status of employees and the organization, and the results of engagement surveys.
At the annual information exchange meeting between the responsible officer of each division and the Human Resource and Administration Department, opinions and information collected in cooperation with the human resource managers of each business department are used to plan and implement measures to promote diversity, develop human resources, and create a comfortable work environment.
Target
Mid-Term Business Plan "GLP2026"
| Subject | Target | Results for FY2024 |
|---|---|---|
| Promotion of diversity management | Advancement of women: A proportion of women in management positions of 15% or more (consolidated) | 12.0%* |
| Promote employment of people with disabilities: Achieve the legally mandated employment rate of 2.7% through job development | 2.9% | |
| Realization of a fulfilling and rewarding work environment | Positive response rate for job satisfaction in employee satisfaction survey: 80% or more | 72% |
* The actual achievement as of April 1, 2025, was 12.3%.
Recruiting a Diverse Range of Human Resources
The Anritsu Group employs a diverse workforce based on the concept of diversity & inclusion. The Hiring Committee, chaired by the Chief Human Resource and Administration Officer at Anritsu, deliberates on hiring policies and implementation plans, and works to secure the human resources required through discussions with directors and managers in the business divisions.
Activities and Achievements
Promotion of Women's Advancement
As one of its sustainability goals, the Anritsu Group has set a target of achieving a 15% ratio of female managers. As of the end of FY2024, the progress reached 12.0%. Since FY2021, we have also been actively recruiting experienced personnel as candidates for female management positions. As part of our efforts to improve the working environment, we have introduced a new management course that allows employees to work according to their life stage and lifestyle, and expanding the number of teleworking days during pregnancy, childbirth, and childcare. As a result, 6 women—accounting for 19.4% of the 31 employees promoted to managerial positions in April 2025 were appointed as managers. As of April 2025, the percentage of women in management positions was 12.3% across the Anritsu Group and 7.0% within the Domestic Group.
Anritsu was awarded the highest level (three stars) of the "Eruboshi" certification in March 2023, recognizing the company as an outstanding organization in promoting women's participation in the workplace.
Promotion of Activities by Aging Employees
Since Anritsu believes that it is important to utilize and promote the activities of aging employees who have a wealth of experience, knowledge, and skills, we raised the retirement age from 60 to 65 in 2022. Moreover, we introduced an employment extension program in which employees can continue working until turning 70, thereby meeting the request pursuant to the Act on Stabilization of Employment of Elderly Persons for striving to provide employment opportunities for those up to 70 years old. We have also introduced a system that allows employees aged 60 and over to choose the number of days they work and the hours they work according to their age. We are working to create an environment in which every employee can work long and actively according to their life and career plans.
Promote employment of people with disabilities
In FY2021, Anritsu established Hapi Sma, which is mainly engaged in manufacturing soap, to support social participation and economic independence for people with disabilities. The company was certified by the Minister of Health, Labor and Welfare as a special subsidiary under the "Act to Facilitate the Employment of Persons with Disabilities." In order to create more employment opportunities, in FY2023 Hapi Sma started a cleaning business for facilities owned by Anritsu. As of the end of March 2025, 19 people with disabilities were working there. Anritsu is also promoting job development and employment. Two employees have been certified as company-employed job coaches to help employees with disabilities adapt and settle in the workplace, in order to create a comfortable working environment. The combined employment rate of people with disabilities at Hapi Sma and Anritsu was 2.91% at the end of FY2024, the statutory employment rate target of 2.7% has been surpassed.
Hiring Experienced Workers
Anritsu is actively recruiting experienced personnel in order to acquire human resources who can expand business areas and develop new businesses, as well as those with diverse perspectives and values. Our target is for 30% of new hires each year to be experienced workers. The percentage of experienced personnel hired in FY2024 was 37.8%.
Activities of Foreign Employees
Anritsu is engaged in recruitment activities that do not discriminate on the basis of nationality, and also accepts transfers from overseas group companies. As of the end of March 2025, 47 foreign employees were working at the company. In April 2025, 1 foreign employee was promoted to management positions, bringing the total number of foreign managers to 5.
The Overseas Group hires personnel at their own discretion. Of the 1,566 employees in the Overseas Group as of the end of March 2025, 1,536 were hired locally, excluding the 30 employees transferred from Japan. The Domestic Group does not hire technical intern trainees.
Initiatives to address priority issues
Anritsu Group is strengthening its efforts to address sexual minorities (so-called LGBTQ) with regard to "acceptance of diversity in the workplace," one of the human rights issues to be prioritized in the future, which was identified through the human rights risk assessment.
The Anritsu Group has been promoting diversity acceptance initiatives to date, including human rights training, anger management and unconscious bias training, holding lectures on LGBTQ themes, and installing LGBTQ-responsive consultation offices and multipurpose restrooms. Beginning in FY2024, the following main initiatives are being undertaken.
Participation in Tokyo Pride 2025
The domestic group has been participating in events organized by Tokyo Rainbow Pride since 2023.
Tokyo Pride 2025 was held in June under the theme "Same Life, Same Rights."
In the fine summer weather before the onset of the rainy season, about 50 domestic group employees and their families gathered to enjoy the "Pride Festival," one of the main attractions of the event.
<Participant Questionnaire>
- I gained an understanding of the various initiatives different companies are undertaking to promote LGBTQ awareness.
- I witnessed the participation of many different people and experienced diversity firsthand.
- Just by going to the venue and participating, I think you'll gain various insights.
- It was an event that made you want to support not just LGBTQ+, but everyone living authentically, embracing differences, and enjoying life together.
- I wish more families would participate. It is a good event for children to learn and think about minorities.
- Without some new twist that makes people want to come back next year, I don't think the event will last very long.
Initiatives to expand the ALLY
■ Distribution of ALLY Merchandise
Anritsu Group has launched the "We are ALLY!" registration website to make it easier for LGBTQ people to identify with ALLY in order to create the work environment where they can work and consult easily.
As of July 30, 2025, there are 426 registered members, and ALLY goods such as neck straps and PC virtual backgrounds are distributed to those who wish to join.
In March 2025, we prepared new ALLY merchandise: mobile clean stickers (MC stickers). We will distribute them to participants of ALLY gatherings in the future.
■ ALLY Gathering
In FY2024, the domestic group launched an internal exchange event with the cooperation of Ayato Sakuragi of Diversity Style. The following three gatherings were held to promote understanding of LGBTQ issues and to create a workplace where everyone can work comfortably.
1st session (September 2024)
The session was conducted in a lunch meeting format, where we shared insights on the ALLY mindset and approach through a free-flowing conversation with Mr. Sakuragi. Participants engaged in a frank exchange of opinions, which provided an opportunity to deepen their understanding of each other.
2nd session (December 2024)
The meeting was held in the form of a social gathering after regular working hours. An LGBTQ quiz was held, with teams competing against each other. Participants actively cooperated and interacted with each other, making it a place where they could learn while having fun.
3rd session (February 2025)
Mr. Sakuragi gave a lecture, "Embracing Diversity: Toward a Society Where Everyone Can Live Comfortably." In addition to basic knowledge about LGBTQ issues, we received explanations on important themes such as "coming out" and "outing," accompanied by specific examples.
Furthermore, by sharing his personal experiences, he spoke about his struggles faced as a sexual minority and how he engages with society, providing a valuable opportunity to deepen understanding and empathy.
Following the lecture, a networking reception was held, further expanding dialogue among participants. Mr. Sakuragi expressed his desire to continue collaborating with Anritsu to enhance understanding with the local community.
Introduction of same-sex partnership system
Anritsu introduced a same-sex partnership system in October 2024 as a temporary measure until national legislation is established.
For those parts of Anritsu's own policies that are not subject to legal restrictions, such as vacation time, benefits, and welfare-related matters, same-sex partners and their children and families are treated the same as spouses.
Key items for expanding the scope of application following the introduction of the same-sex partnership system
| Classification | Details |
|---|---|
| Work system-related | Special leave (bereavement, marriage, spouse's childbirth, transfer) Support leave (for family nursing/caregiving purposes, child immunizations, child school events) Child nursing leave, nursing care leave Expansion of remote work days for childcare/nursing care purposes, shortened working hours for employees with childcare/nursing responsibilities Childcare leave at birth (postnatal father childcare leave), childcare leave, nursing care leave Leave of absence (for the period accompanying spouse during job transfer) |
| Transfer-related | Domestic transfers (company housing, travel expenses for transfers, separation allowance, travel expenses for returning home) Overseas assignment (company housing, travel expenses, pre-deployment local check, subsidy for purchase of privately-owned car, pre-deployment language training, child education allowance, subsidy for language acquisition) |
| Welfare benefits-related* | Congratulatory gifts (marriage, birth of a child, child's school enrollment, marriage of a child) Condolence money for family injuries and illnesses Condolence money Special nursing care leave subsidy Subsidy for fertility treatments |
| Other | Participation in company-wide events sponsored by the Anritsu Friendship Association Use of Anritsu Health Insurance Union recreational facilities |
* Benefits-related congratulatory payments, subsidies, etc. will be provided by Anritsu Mutual Aid Society.
Support for Business for Marriage Equality
Since December 2023, the Anritsu Group has expressed its support Business for Marriage Equality (BME), a campaign by three non-profit organizations in Japan to raise awareness of companies that support marriage equality (legalization of same-sex marriage). Marriage For All Japan (MFAJ), the Lawyers Network for LGBT and Allies (LLAN), and Rainbow-colored Diversity, a certified non-profit organization, jointly manage the campaign and are calling for companies to support it. As of July 30, 2025, 649 companies and organizations have expressed their support.
Achieved “Gold” certification in the PRIDE Index 2025
Anritsu has been awarded the Gold certification in the “PRIDE Index 2025,” formulated by the general incorporated association work with Pride, marking our second consecutive year receiving this recognition.
The PRIDE Index is the first LGBTQ+-related evaluation index in Japan, formulated by work with Pride in 2016 to create workplaces in Japan where sexual minorities such as LGBTQ+ can work comfortably.
It consists of five indicators: Policy (declaration of conduct), Representation (community of those involved), Inspiration (awareness-raising activities), Development (personnel systems and programs), and Engagement/Empowerment (social contributions and public relations activities). If a company meets the specified requirements within each indicator, it will be awarded a score, and the company or organization will be certified as Gold, Silver, or Bronze depending on the score.
We will continue to promote the creation of a corporate culture in which diverse human resources can "be themselves" and maximize their individuality and abilities in a way that suits their lifestyles. For details on the PRIDE indicators, please click here. (Japanese only)