Management System

Approach to Human Capital Management: Management System

At SUBARU, the DE&I Promotion Office is the dedicated organization responsible for promoting diversity, equity, & inclusion (DE&I). Through FYE March 2026, we worked to empower female employees via the activities of the Women’s Empowerment Promotion Committee, discussing Group-wide challenges and countermeasures and translating these discussions into concrete initiatives within each department. From FYE March 2027, the meeting was renamed the DE&I Promotion Committee to advance a broader range of DE&I initiatives that extend beyond the empowerment of women. All executive officers will participate as members of this meeting.

Targets and Results

SUBARU uses engagement score as an indicator to measure DE&I initiatives, similar to the indicators used to evaluate human capital management as a whole. For more details, please see the following link.

Approach to Human Capital Management: Targets and Results

We also use the number of female managers as an indicator to assess the diversification of decision-making layers and the progress in empowering female employees. Furthermore, we have set the employment rate of people with disabilities as an indicator of our efforts based on the Human Resources Department Policy on Employment of People with Disabilities.

Targets

At SUBARU, we are committed to creating an environment where every employee can demonstrate their abilities regardless of their individual circumstances, including the empowerment of female employees, the employment of people with disabilities, and support for non-Japanese employees and the LGBTQ+ community. At the same time, by supporting senior employees to take on more active roles and strengthening mid-career recruitment, we are welcoming talent from diverse backgrounds and promoting the diversification of our workforce to support our business.

Promoting Active Roles for Female Employees

At SUBARU, 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.

Four Pillars of Promoting Active Roles for Female Employees

Action Plan for Promoting Active Roles for Female Employees

To create an environment that supports the empowerment of female employees, SUBARU has published an action plan based on Japan’s Act on Promotion of Female Participation and Career Advancement in the Workplace. FYE March 2026 falls within the period covered by the 2nd Action Plan, and starting in FYE March 2027, a new action plan based on the Act on Promotion of Female Participation and Career Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children will begin.

• Second Action Plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life
• General Employer Action Plan based on the Act on Promotion of Female Participation and Career Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children

Employment of People with Disabilities

Under its Human Resources Department Policy on Employment of People with Disabilities, the SUBARU Group aims to create an environment where employees with disabilities can shine through their work. In addition to direct employment, we have established a specified subsidiary to expand employment opportunities, primarily in the fields of manufacturing and development. 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 consolidated subsidiaries in Japan, 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 held by SUBARU.

Established in April 2023

Establishment of a Special Subsidiary

SUBARU has established SUBARU BLOOM Co., Ltd. as a special subsidiary company to serve as the core company for the employment of people with disabilities. In FYE March 2023, SUBARU BLOOM received the Gunma Prefecture Governor’s Award as an excellent employer of people with disabilities in recognition of our efforts and achievements to date. Furthermore, in recognition of proactively employing people with disabilities, SUBARU BLOOM has registered with Gunma Prefecture’s Supporter Company for Employment of People with Disabilities program.

Special Subsidiary Company

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. To ensure that non-Japanese employees can smoothly understand their duties and maximize their individual abilities, we make efforts to provide multilingual versions of safety and quality policies, work procedure manuals, and other materials. In particular, at the Gunma Plant, which has a large number of non-Japanese employees, interpreters fluent in English, Portuguese, Spanish, Chinese, and other languages are stationed on-site to ensure smooth communication between Japanese and non-Japanese employees.
As of March 2026, SUBARU also employs non-Japanese managers who leverage their diverse backgrounds and expertise to play active roles in manufacturing and engineering departments.
Our affiliated companies independently employ human resources and work to secure human resources in line with their own policies and business details.

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). Since FYE March 2023, we have been continuously offering online seminars to all SUBARU employees and employees of our consolidated subsidiaries in Japan. As of March 2026, 287 people are registered as allies at SUBARU and its consolidated subsidiaries in Japan, and the circle of people supporting those identifying as LGBTQ+ is growing.
With respect to employee welfare, SUBARU has established an external consultation service for individual consultation, including about preferred identification within the organization and changing room considerations. Furthermore, we have revised benefit systems (use of company housing, allowances, leave, etc.) so as to cover same-sex partners. In recognition of these efforts, SUBARU once again received Gold certification in the 2025 PRIDE Index, which is administered by work with Pride, a nonprofit organization that evaluates corporate initiatives for LGBTQ+ employees.

Building Better Workplaces with Universal Design

Based on the Guidelines for the Creation of Comfortable Working Environment^*1, SUBARU makes improvements to the working environment, work methods, environmental facilities, and other areas in an organized and planned manner. We proactively use universal design as a basis for improvements of our common areas, such as break rooms, restrooms, and cafeterias, thereby providing all employees with comfortable workplaces.

*1

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

Supporting Senior Employees to Take on More Active Roles

SUBARU operates the SUBARU Business Staff Program and SUBARU Partner Program reemployment programs for employees after retiring at the mandatory age of 60. These programs are designed to help energize senior employees with valuable skills and support their active participation. In addition, in preparation for retirement at the mandatory age, SUBARU has introduced a self-promotion-based Group career selection system designed to match employees who wish to work at SUBARU Group companies with suitable Group companies. These ensure that all those who want to be reemployed can play active roles for SUBARU and other Group companies.

Number of Rehired Employees after Mandatory Retirement (SUBARU)

(FYE March)

Securing Human Resources More Effectively Through Diversified Hiring

Mid-Career Hiring

SUBARU is actively pursuing mid-career recruitment to incorporate new insights and values and achieve sustainable growth.
In particular, as the acquisition of software professionals has become increasingly important in the automotive industry, SUBARU is strengthening its recruitment of experienced professionals in the IT and software fields. SUBARU Lab, our software development hub established in Tokyo’s Shibuya area, plays a crucial role as the core of technological development and in recruiting highly specialized talent, including experienced professionals.

Regular Employment System for Temporary Workers

At SUBARU’s Gunma Plant, production departments have introduced a regular employment system for temporary workers. Based on a comprehensive assessment that takes into account the worker’s wishes, as well as recommendations from their department and supervisor, we provide opportunities to take exams for conversion to regular employment and support their career development.

Number of Temporary Workers Who Became Regular Employees (SUBARU)

(FYE March)

Initiatives at Subaru of America, Inc.

For SOA, Diversity, Equity, Inclusion, and Belonging (DEIB^*1) is a foundational philosophy that supports its vision, Love Promise, and underpins the embodiment of its core values—Honesty, Empathy, Appreciation, Respect, and Trust. Guided by its DEIB philosophy, SOA values an environment in which all voices are welcomed. Moreover, SOA goes beyond treating DEIB as a statement of intent and is advancing concrete initiatives across four key focus areas:

• Workplace
• Workforce
• Marketplace
• Community

Under the Love Promise vision, SOA will continue to promote an environment in which everyone is respected and able to fully realize their potential.

*1

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