At SUBARU, the DE&I Promotion Office within the Human Resources Department oversees diversity, equity & inclusion (DE&I). The office has designated main activity themes as “women’s empowerment,” “employment of people with disabilities,” “supporting senior employees to take on more active roles,” “recruitment of non-Japanese employees,” and “LGBTQ+.” Among them, SUBARU has placed particular emphasis on women’s empowerment. In supporting women’s empowerment through top-down initiatives, we established a Women’s Empowerment Promotion Meeting in FYE March 2024, with participation from all Executive Officers, including the President. This meeting advances discussions on challenges and countermeasures for cultivating female talent across the company, linking them to concrete initiatives in each department.

Employee Attitudes Survey

SUBARU carries out initiatives in a way that links DE&I to its human capital strategy. Similar to human capital strategy, SUBARU also uses employee engagement as an indicator for DE&I, with a target engagement score of 70% by FYE March 2029. In the survey conducted in FYE March 2024, the engagement score was 51%.
For more details, please see the following link.

Human Resources: Approach to Human Capital › Employee Attitudes Survey

Women’s Empowerment

Based on diverse career perspectives, we prioritize empowering each female employee to thrive in a way unique to themselves. To diversify our decision-making ranks and as one indicator for advancing women’s participation, we focus on the number of female managers.
So far, we have been working toward doubling the number of female managers by FYE March 2026 compared to FYE March 2022. As of April 2025, through new promotions to management positions and other measures, women accounted for 52 out of a total of 1,168 managers (4.5%), achieving the target by reaching 2.2 times the FYE March 2022 figure. Furthermore, we continue to promote women’s empowerment as an important topic. As a new target for the future, we have set the target of having 100 or more female managers by FYE March 2031.

Employment of People with Disabilities

The SUBARU Group established its Human Resources Department Policy on Employment of People with Disabilities in 2023. Additionally, we have set the target of a 3.0% employment rate of people with disabilities by FYE March 2031. As of June 2025, SUBARU has 368 employees with disabilities, a percentage of employees with disabilities of 2.60%. These employees are mainly active in the areas of production and development.

Established in April 2023

Promoting Active Roles for Female Employees

We are building an environment that enables women to continue working and take active roles throughout various life events. Our initiatives are centered around four pillars: Hiring, systems, support for career development, and fostering of culture.

Hiring

In FYE March 2025, the ratio of new female hires for administrative career-track employees reached 42%. To expand the hiring of women in science fields, we are implementing initiatives such as strengthening recruitment efforts by female recruiters, offering office tours for female university students in science fields, and holding round-table discussions led by female employees. Additionally, we host office tours for female junior high and high school students to increase the number of future applicants.

Systems

Supporting the balance between work and childcare is a key initiative for us, and we offer various systems such as childcare leave and short working hours in accordance with standards that exceed legal requirements.
For more details, please see the following link.

Human Resources: Work-Life Balance

Furthermore, our evaluation system focuses on efforts and results rather than the number of hours worked, and we have introduced a system that rewards accordingly. This fosters an environment where employees can thrive regardless of life events.

Supporting Career Development

We implement the Women’s Leadership Program for female employees who are close to assuming management positions, focusing on each individual to promote tailored development. The eligible female employees, their supervisors, and their human resources department collaborate to clearly define development points for each individual. This leads to concrete actions such as participation in training programs, thereby boosting the motivation of female employees. Additionally, through programs like Life Career Training and Women’s Networking Events, which aim to raise awareness about how life events impact careers and challenge women’s own assumptions, we support individuals in discovering their own unique way of living and shaping their career paths.

Fostering of Culture

We are fostering a culture that promotes the active participation of diverse individuals through training programs for managers on skills to leverage diverse talent and on unconscious bias, as well as by featuring workplace diversity initiatives in our in-house magazine. Additionally, at the Gunma Plant, we have been engaged in the Women’s Empowerment Working 4’s Project since 2022. This initiative, centered around female members in manufacturing, aims to foster an environment where women can thrive. It includes round-table discussions featuring female role models and seminars addressing women’s health concerns.

Second Action Plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life

Status of Female Employees (SUBARU)

Note:

Numbers in parentheses indicate share of women.

Creating Facilitative Workplaces with Universal Design

In order to ensure compliance with the Guidelines for the Creation of Comfortable Working Environment^*, SUBARU makes improvements to the working environment, work methods, environmental facilities, and others in an organized and planned manner. We proactively adopt universal design for our common areas, such as breakrooms, restrooms, and cafeterias, thereby providing all employees with comfortable workplaces.

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“Guidelines for the Creation of Comfortable Working Environment” as stated in the Industrial Safety and Health Act of Japan.

Promoting Employment of People with Disabilities

The SUBARU Group aims to create an environment where employees with disabilities can shine through their work. We will improve our corporate value by creating more facilitative working environments for employees with disabilities, making them better places for everyone to work. To ensure that all employees have a proper understanding of people with disabilities, regular seminars are held and information is posted on our intranet throughout the year. Additionally, for those in charge of hiring persons with disabilities at Group companies, we share information on the status of employment of persons with disabilities in the SUBARU Group and future efforts toward the legally prescribed employment rate. We also encourage participation in seminars to deepen their understanding.

Status of Employment of People with Disabilities (SUBARU, SUBARU Living Service Co., Ltd., and SUBARU BLOOM Co., Ltd.)

Note:

The employment rate listed in the table is the actual employment rate based on the employment status of people with disabilities as reported to the Ministry of Health, Labour and Welfare on June 1 each year.

Supporting Senior Employees to Take on More Active Roles

In FYE March 2022, SUBARU implemented its SUBARU Business Staff Program and SUBARU Partner Program as part of revisions to its reemployment programs for employees after retiring at the mandatory age of 60. This revision and these programs are designed to help energize senior citizens with valuable skills and support their active participation. We operate our programs so that all those who want to be reemployed can work for SUBARU and other Group companies.
We also offer personal finance planning and career planning training for employees in their 40s and 50s who may be beginning to consider their plans after reaching the retirement age, providing them with opportunities to think about their future life plans.

Reemployment Rate (SUBARU)

(FYE March)

Note:

Figures within parentheses indicate the number of rehired employees at Group companies.

Promoting the Recruitment of Non-Japanese Employees

The SUBARU Group hires human resources best suited to the policies and business activities of each location, regardless of their nationality. SUBARU employs 129 non-Japanese employees as of the end of March 2025. Of these, there are four non-Japanese employees in managerial posts at manufacturing and engineering departments.
In order to help non-Japanese employees to deepen their understanding of their work, we prepare our safety and quality policy-related documents, work manuals, and other documents in multiple languages. At the Gunma Plant, where we employ a particularly large number of non-Japanese employees, interpreters in English, Portuguese, Spanish, Chinese, and other languages are stationed at each of the facilities to ensure smooth communication between Japanese and non-Japanese employees.
Furthermore, we also conduct language training and overseas training programs for Japanese employees. This helps them to enhance their cross-cultural communication and understanding abilities, contributing to revitalizing the company and securing human resources in a stable manner.
As for foreign trainee workers, we basically provide them with education on safety and quality under the Technical Intern Training Program and also implement other measures to develop them into human resources who can utilize their abilities for their own countries after returning home. Our affiliated companies independently employ human resources and work to secure human resources in line with their own policies and business details.

Strengthening Mid-career Recruitment

SUBARU is actively pursuing mid-career recruitment to incorporate new insights and values and achieve sustainable growth. There were 4,747 mid-career hires working as regular employees as of the end of March 2025, and 240 of them were in management positions.
SUBARU is also strengthening its recruitment of experienced professionals in the IT field. SUBARU Lab, our software development hub established in Tokyo’s Shibuya area, where a cluster of IT companies are located, is at the forefront of SUBARU’s software development. It also plays a crucial role in recruiting IT engineers who possess both advanced expertise and extensive practical experience.

LGBTQ+

The SUBARU Group’s Human Rights Policy prohibits discrimination based on gender, gender identity, expression, and sexual orientation. To ensure that all employees have a proper understanding of sexual diversity, we conduct employee awareness activities and increase the number of allies (LGBTQ+ supporters) throughout the year. In FYE March 2023, online seminars were streamed to all SUBARU employees and Group companies. This has led to 287 people registering as allies and a growing circle of people supporting those identifying as LGBTQ+. On the employee welfare side, we have established an external consultation service for individual consultation, including about preferred identification within the organization and changing room considerations. Furthermore, from FYE March 2023, we have revised our benefit systems (use of company housing, allowances, leave, etc.) to cover same-sex partners. In recognition of these efforts, the Company received Gold certification in the 2024 PRIDE Index for the second year in a row, which is used by support organization work with Pride Association to evaluate corporate initiatives for LGBTQ+ employees.

Flexible and Wide-Ranging Systems

Regular Employment System for Temporary Workers

SUBARU has a regular employment system for temporary workers. We offer an opportunity to sit for an examination for regular employment to temporary workers who want to become regular employees and whom we have comprehensively judged to be qualified to take the examination based on the recommendations from their workplaces and other information. This system contributes to increasing the motivation and vigor of temporary workers.

Number of Temporary Workers Who Became Regular Employees (SUBARU)

(FYE March)

Reemployment Support System

SUBARU has established a reemployment support system for employees who resigned for reasons beyond their control, such as the relocation of their spouse.

Leave of Absence System for Accompanying Overseas Assignments

Starting in FYE March 2024, SUBARU has introduced a new system for employees accompanying their spouses on overseas assignments, offering them an option to take a leave of absence. Employees who would have been forced to retire under the previous system can now choose to continue their careers at SUBARU.

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DEIB is the concept that inclusivity of diverse human resources and making the best use of their abilities is essential for the sustainable growth of a company, and that this requires not only respect for all people, but also a sense of belonging, including the correction of unfair competitive environments and the provision of psychological safety, which greatly affects performance.

SOA Diversity, Equity, Inclusion & Belonging