Promotion of Diversity, Equity & Inclusion

At Sysmex, we position human resources as a key management resource supporting our sustainable growth, and we are working to create an organization where diverse talent can thrive with equitable opportunities.
Through the promotion of diversity, equity and inclusion (DE&I), we are committed to fostering a workplace that respects diversity and provides an environment in which all employees can work with confidence and pursue new challenges. Furthermore, while continuously improving our policies based on employee feedback, we actively engage in promoting gender equity, fostering understanding of sexual minorities, and creating an environment where employees with disabilities and senior talent can thrive. Through these initiatives, we aim to create innovation by leveraging diverse perspectives, build an organization that can adapt flexibly to change, and become a company of choice for diverse talent.

Building an Organization That Connects DE&I to Value Creation

In a rapidly changing business environment, for a company to continuously create new value, it is essential to build an organization where diverse individuals bring together their unique experiences and values to think independently, take on challenges, and unleash their full potential. We believe that DE&I is a critical management foundation for building such an organization. Diversity goes beyond merely recognizing differences; when distinct viewpoints and experiences intersect, they spark new ideas and drive innovation. Precisely because we live in an era of intense change, it is crucial that each individual thinks and acts autonomously without being bound by past successes, supported by an organizational culture and dialogue that enable this mindset.
Our goal is to create a workplace where everyone enjoys equal opportunities, can design their own career paths, and can confidently demonstrate their abilities. Sysmex will continue to foster a corporate culture where diverse talent can fully leverage their strengths and inspire one another to grow, thereby driving innovation and achieving sustainable enhancement of corporate value.

Sysmex Corporation has introduced a program allowing employees to take short-term nursing leave or funded paid leave in half-day increments up to a maximum of 40 days when they need to accompany hospitalized family members or provide other necessary care. We also support a balance between work and nursing care by providing work-from-home options for employees caring for family members requiring long-term care or support. In addition, we offer an income indemnity system for employees on nursing leave lasting one month or longer, as well as a re-employment program for employees whose careers were temporarily interrupted due to nursing care responsibilities.
To encourage the use of these systems, we hold annual seminars that provide practical guidance on preparing for family caregiving and feature testimonials from employees who have used such programs. Furthermore, we have launched an internal community as a place where employees can share their concerns and experiences regarding balancing nursing care and work. By providing information on internal systems and external support services, as well as opportunities to learn from the experiences of employees with caregiving experience, we are fostering a workplace culture where no one has to face caregiving challenges alone. We also offer leave of absence and re-employment programs for employees accompanying spouses on overseas assignments, providing diverse options for career continuity. Furthermore, we are enhancing programs that facilitate leave for specific purposes, such as volunteer leave and donor leave.

Sysmex is committed to fostering an environment where individuals with disabilities can demonstrate their abilities and skills with peace of mind while growing alongside their colleagues. Specifically, in addition to providing opportunities to understand each individual’s disability-related characteristics and building support systems, we create comfortable working environments and promote employment in collaboration with universities and employment support organizations.
Sysmex Harmony, a special subsidiary,¹ maintains a high employee retention rate of 97%. It continues efforts to ensure employee retention, including assigning tasks matched to each employee’s characteristics and maintaining close communication through regular meetings with instructors. These practices have earned high external recognition.
Furthermore, Sysmex America and Sysmex Europe partner with organizations supporting the independence of people with disabilities to promote job retention and expand employment opportunities.
Going forward, Sysmex will continue to expand opportunities such as internships and strengthen support to help employees work with confidence over the long term, aiming to realize a workplace environment where diverse talent can thrive, regardless of disability.

Sysmex Corporation is advancing the creation of an environment where senior employees can continue to play an active role, regardless of age, leveraging the expertise and experience they have cultivated. In conjunction with the introduction of a job-based personnel system, we raised the retirement age from 60 to 65¹ in March 2021, eliminating age-based disparities in treatment and transitioning toward diverse work styles. This has enabled flexible work options such as reduced working hours, side jobs, and dual employment. Furthermore, we have established a framework that allows employees to continue working as contract employees beyond the age of 65, with no upper age limit, based on mutual agreement between the employee and the Company.
For senior employees who wish to continue working after the end of their current contracts, we offer internal matching opportunities (Open Career) with other divisions or domestic Group companies, supporting their placement into positions where they can apply their accumulated expertise and experience. We promote the creation of opportunities and environments that empower senior employees to contribute to knowledge transfer and the enhancement of organizational capabilities.
We also place strong emphasis on career development support. Through our “Career Development Support Program,” we assist employees in acquiring the knowledge and perspectives needed to plan their future careers. By combining e-learning, group training, and individual consulting, we encourage employees to independently shape their careers and translate their plans into concrete action.
Furthermore, starting in fiscal 2025, we launched a career design training for general employees aged 49 to 51. This training provides opportunities to reflect on ways of working that suit them and contributions to the organization and society through dialogue with senior colleagues and taking stock of their own skills and values, alongside developing financial plans for the future and understanding the personnel system. This initiative supports career development during employees’ active working years while facilitating preparation for life after retirement.

Sysmex Corporation is advancing the creation of a workplace where employees with diverse values and backgrounds can understand and respect one another to achieve DE&I (Diversity, Equity, and Inclusion). As part of these efforts, we publish a monthly in-house magazine, the “Diversity Newsletter,” to share information and deepen understanding among employees. We hold seminars and diversity roundtables on topics such as gender, LGBTQ+, nursing care, retention support for employees with disabilities, workplace mental health, women’s health, sleep, well-being, and childcare leave uptake by male employees. We also continuously conduct e-learning on unconscious bias to help employees recognize and address their unconscious biases. In fiscal 2025, we conducted unconscious bias training, seminars on balancing work with childcare and nursing care, and health seminars aimed at promoting employee well-being.
With regard to childcare, we invite external male lecturers every year to hold seminars on the importance of childcare and achieving work-life balance, building frameworks that encourage men’s involvement in parenting. We also offer online lunch seminars open to all employees,¹ featuring leading experts from various industries, covering topics such as DE&I and male- and female-specific healthcare (including FemTech² and infertility treatment).
Such diversity education is promoted globally in line with the culture and characteristics of each region. In the EMEA region, taking into account the presence of employees from diverse national, ethnic, and cultural backgrounds, we conduct training on preventing discrimination and facilitating cross-cultural communication.