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Respecting diversity, equity and inclusion (DE&I)

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Respecting diversity, equity and inclusion (DE&I)

Since its founding in 1931, the Group* has a history of valuing diverse talent and globally fostering diversity through the acquisition of Firestone Tire & Rubber Company in the U. S. in 1988, etc. In an era where change has become commonplace, the Group believe that diversity will become increasingly important for the future growth of the Group as the Group aim at being attentive to and supportive of problems encountered by society and its customers and providing solutions in that regard. As stated in the “2030 Long Term Strategic Aspiration - Bridgestone 3.0 Journey -” announced in August 2022, the Group will strive to enhance corporate value by added value creation aligned with its business strategy. At the same time, the Group will accelerate various initiatives based on the Group’s talent strategy, which aims to allow diverse talents to shine through spreading success and gaining confidence of individuals. The Group will also accelerate various initiatives for diversity, equity and inclusion (DE&I) as one foundation, along with enhancing talent creativity, and creating new DNA.

The Group's Global Human Rights Policy also includes respect for DE&I as a key element. The addition of the term “equity” to the revised policy in 2022 highlights the Group’s approach of providing equitable opportunities for all people to reach their full potential, by valuing diversity, teamwork, and respect. The Group is committed to having a firm grasp of equity-related issues in the workplace and in society, and to address issues to enable diverse talent to shine.

* Throughout this page, “Bridgestone” or “the Company” refers to Bridgestone Corporation, while “the Bridgestone Group” or “the Group” refers to all Group companies.

Incorporating diverse perspectives and values in both our global leadership team and our cultivation of next-generation management

The Global Executive Committee (Global EXCO) is the highest global level executive body within the Group overseeing business strategy and execution, and consists of executive officers of the Company and leaders responsible for major business entities and functions. With six of its 12 members from countries other than Japan, this committee shows the Group’s respect for the inclusion of diverse perspectives and values in management decision-making. Furthermore, the Group has established a number of committees with global talent as members under Global EXCO.

In order to develop the next generation of management leaders, the Group launched the Bridgestone NEXT 100 in 2020. In this program, approximately 100 talents globally (30 in Japan, 30 in the Americas, 20 in Europe, and 20 in Asia) are selected each year to participate in various management / executive meetings as well as overseas business school training programs. As the Group ensures diversity among this program’s membership, it works to build uniquely Bridgestone-like global management talent to create new DNA. This new DNA builds upon its existing Bridgestone DNA of "Focus on quality," "Respect for being on-site," "Being attentive and supportive of customer problems," and "Challenging spirit."

Cultivating DE&I awareness and culture

The Group has customized DE&I programs that reflect the context, rules, traditions and regulations of the individual countries and regions in which it operates.

Regional initiatives

Japan

Bridgestone recognizes that empowering women is a high priority as part of differences relative to the Group’s overseas locations when it comes to the domain of diversity, equity and inclusion (DE&I). To advance the initiative, the Company has established the HRX Culture, DE&I Enhancement Department as a dedicated DE&I action owner, while simultaneously strengthening talent investment and culture change as it takes action in this area.

Workshops for spreading DE&I awareness and encouraging supportive behavior

The Company provides e-learning sessions every year for all employees to foster DE&I awareness and culture, covering topics such as unconscious bias and psychological safety. In 2022, DE&I management workshops were held for all line managers, who play key roles to promote DE&I in the workplace. This workshop is designed to enhance understanding of the essence of DE&I, empathy for its promotion, and action to support it. Since 2023, this workshop has been incorporated into an induction training for newly-appointed line managers to promote DE&I management and enhance team effectiveness within the organization.

Introducing a FemTech program

The Company believes that mutual understanding is essential for all employees to work together toward value creation based on teamwork and respect. This understanding is especially important for the various health issues women might face at different life stages. In order to ensure not only female employees but all employees correctly understand and learn the facts about these circumstances, the Company introduced a FemTech program to address women-specific health issues using technology on a trial basis in the Kodaira area of Tokyo from 2022. This program includes not only individual improvement programs for female employees but also seminars for all employees to understand women-specific health issues, and efforts to harness technology to solve these issues. It has been rolled out to the entire Company in 2023. Through these efforts, the Company will continue to develop facilitative and empowering work environments.

Supporting the LGBTQ community

In 2021, to create an inclusive work environment for all employees, the Company took steps to ensure that employees in same-sex partnerships have the same access to parental and family care leave as those in opposite-sex marriages. In September 2021 the Company updated its childcare and family care guidebook to eliminate gendered words (e.g., dad, mom). At the end of 2021, the Company launched internal ally community activities to build understanding of and provide support to LGBTQ community. In 2022 & 2023, a number of its ally community members gathered at Tokyo Rainbow Pride to support and celebrate the diverse spectrum of sexuality. In October 2023, the Company revised our internal regulations to ensure that employees with same-sex partners can equally access various allowances, company housing cohabitation, and other welfare benefits. In addition, the Company disseminates information via its intranet, and regularly holds film screenings and study sessions.

As a result of the above activities, the Company received the highest rating of Gold for six consecutive years in the PRIDE Index, an indicator of how companies have implemented initiatives in Japan to promote LGBTQ+ inclusion in the workplace.

Asia Pacific, India, and China region

Bridgestone Asia Pacific, India and China (BSAPIC) is undertaking DE&I initiatives based on the philosophy of Right Person in the Right Position with the Right Skills. Its intent is to draw out the ambitions and abilities of individuals to the fullest and identify the most suitable talent for each position. BSAPIC embraces diversity in gender, nationality and experience creating an inspiring and inclusive working environment for talent to grow and shine. BSAPIC outlines our approach to DE&I as follows:

Inclusive Workplace Culture:

BSAPIC strives to cultivate a workplace where all employees feel valued, respected, and empowered to contribute their unique perspectives. Through corporate policies, training programs, and employee engagement activities, BSAPIC promotes awareness, understanding, and appreciation of diversity in all its forms. During the BSAPIC Integrity Day 2023, BSAPIC emphasized the understanding of DE&I, the importance of respect for diversity, equity and inclusion, and prohibition of discrimination and harassment. BSAPIC will continue to enhance these events and workshops in 2024 and beyond, through e-learning and face-to-face learning sessions.

Equal Opportunity In Career and Development:

BSAPIC is committed to providing equal opportunities for all employees and applicants, regardless of race, ethnicity, gender, age, sexual orientation, disability, or any other characteristic protected by law. Its hiring, promotion, and compensation practices are based on merit and performance, ensuring a level playing field for all. In addition, BSAPIC leverages talent analytics in an annual talent review process to understand as a region collectively and by group company the current representation of gender, experience, nationality, and generation diversity to build its talent pipeline.

Americas region

Bridgestone Americas (BSAM)’s DE&I strategy consists of three key areas: Workplace, Workforce and Marketplace. In each area, it aims to provide an inclusive work environment, educate leaders and employees, and create equitable opportunities. To help achieve these goals, in 2021 and 2022 BSAM conducted unconscious bias training as a foundational learning program related to DE&I for over 5,000 participants. Conscious Conflict and Empathy training were also launched as follow-on courses to the unconscious bias training. During 2023, BSAM continued to focus on learning and development programs by launching an Implicit Bias Refresher Course that has been completed by 76% of leaders. A self-guided DE&I learning curriculum, Inclusive Pathways, which includes topics such as implicit bias, allyship and empathy was also developed. Additional resources including a DE&I playbook, self-guided empathy framework coupled with facilitated workshops and online sessions were provided to further enhance learning and development. BSAM is also committed to improving transparency by reporting various initiatives and progress through its DE&I Annual Report.

  • Workplace

    Creating an equitable experience for underrepresented groups and an inclusive experience for all.

  • Workforce

    Focusing on the retention, recruitment, and advancement of underrepresented groups.

  • Marketplace

    Doing meaningful business with underrepresented groups in our supplier network that will make a more equitable impact and supporting organizations that advance more equitable opportunities in the communities in which we live, work and play.

BSAM has set a 2030 milestone to ensure that its leadership makes steady progress toward fully representing the employee populations they lead. This long-term goal reflects the understanding that sustainable progress on DE&I often takes several years to achieve and is never truly finished. At BSAM, the sustainability of DE&I efforts is critical, and it is committed to making meaningful progress over the short and long-term.

Organization and resources for DE&I Center of Excellence

BSAM has a dedicated DE&I Center of Excellence with a five-person team focused on enterprise initiatives; creating strategy, tools, and resources for the business; and facilitating training and education to further the DE&I agenda. A Board Committee oversees DE&I progress at the enterprise level and guides the DE&I Center of Excellence along with its strategic framework and accountability measures.

BSAM believes that DE&I is everyone’s responsibility. To that end, in 2021 BSAM launched its “Free to Be” movement that helps employees understand the importance of inclusion and bringing one’s whole self to work. BSAM launched Free to Be Conversations in 2022 and built on the initiative in 2023 by extending it to include panelists and personal employee testimonials. In 2023, employees participated in several events focused on gender equality, sustainability, creativity, and accessibility during the third annual Free to Be Week. BSAM will continue to promote initiatives to increase racial and gender diversity, embed DE&I into the business, and create an even more equitable and inclusive work environment. These priorities will be accomplished with direct employee input, including from its employee resource groups (ERGs):

  • BBOLD — African American/Black employees
  • BWIN — Women employees
  • BNEXT — Employees at any level of leadership
  • BBRAVO — Veteran employees
  • BUNIDOS — Latin/Hispanic employees
  • BPROUD — LGBTQ+ employees
  • BHAPI — Asian/Pacific Islander employees

The ERGs bring together employees and allies based on shared characteristics, life experiences, and interests and are critical in helping BSAM value employee differences. Each has the autonomy to define its purpose and programming, including community outreach and volunteering, mentoring and development opportunities, and networking.

BSAM has also sponsored the PRIDE Festival in Nashville for over a decade. The annual Nashville Pride Festival and Parade is the largest LGBTQIA+ event in Tennessee and works to increase awareness for the equal rights for LGBTQIA+ people and families. The annual celebration brings together thousands of individuals from diverse backgrounds to celebrate the history, culture and lives of the LGBTQIA+ community. BSAM and its BPROUD ERG’s participation in the festival builds on BSAM's "Free to Be" initiative which emphasizes creating an inclusive culture that values individual differences and empowers employees to bring their whole selves to work.

Initiatives and results in transparent disclosure

2023 DE&I Annual Report

Since 2021, BSAM has published three annual reports on DE&I. To provide continued transparency on BSAM’s DE&I-related efforts and results, the report includes a DE&I scorecard showing diversity representation at all levels and functions of BSAM’s organization in 2023. BSAM recognizes that while it has made progress in recent years, including an increase in female representation and racial representation across all levels, much progress is still needed. This transparent disclosure represents a visible commitment to accountability for making the long-term, sustainable progress that is needed.

In 2024 and beyond, BSAM is focused on improving representation of racial and gender diversity, continuing to educate leaders with resources and experiential learning, embedding DE&I into ways of operating in the business and with customers, and ensuring that employees feel that their workplace is equitable and inclusive.

BSAM foresees potential challenges as labor shortages persist in pivotal areas of BSAM’s business and operations, including technical fields. BSAM plans to overcome them by focusing on retention and development strategies and partnering with organizations to cultivate relationships and grow a broader talent pipeline with a focus on traditionally underrepresented groups.

Europe, Middle East and Africa

Bridgestone EMEA (BSEMEA) believes that a diverse work environment creates a better understanding of its customers, greater employee engagement, decision-making that includes diverse perspectives, and innovative ideas that lead to better outcomes. It is working to create an environment where all employees feel safe and included so they can contribute at their best. Via its employee resource groups (ERGs), BSEMEA wants to involve employees in building an even-more inclusive culture. In 2023, BSEMEA promoted initiatives to respect diversity with a particular focus on three groups: gender, seniority and experience.
BSEMEA has set two milestones: a 2025 milestone to have gender balanced hiring practices for indirect staff, and a 2030 milestone to ensure that its leadership makes steady progress toward mirroring the employee populations they lead. These long-term goals reflect the understanding that sustainable progress on DE&I is often a process that takes several years. Nevertheless, BSEMEA can already share positive results:

  • A specific focus on Women in Technology is delivering positive results. In 2023, over 70% of new hires at BSEMEA’s Technical Center and Roma plant in Rome, Italy were females. New hires at band2+ (typically salaried positions) also increased, and its representation for females increased to 24% (+1% versus past year).
  • BSEMEA trained all of its internal HR business partners and representatives from most of its external recruitment supplier network in DE&I recruitment training.
  • BSEMEA introduced enhanced talent review sessions focused on succession planning for female talent at EMEA Management Board level.

BSEMEA continuously measures and monitors different groups to ensure the business benefits from diverse colleague perspectives from across all age demographics.

Since 2022, BSEMEA has published two annual DE&I Report focusing on three areas: employee experience, pay, and workforce. The report highlights BSEMEA’s efforts to create an equitable experience for underrepresented groups and enhance the diversity of its workforce.

  • Employee Experience – How BSEMEA invests in talent from underrepresented groups and how people feel about working at BSEMEA.
  • Pay – How people are compensated for their work.
  • Workforce – How BSEMEA recruits and retains teammates.

In 2023, BSEMEA continued to invest in leadership development for underrepresented groups and multiple DE&I programs, including: Women in Motion and ERG initiatives. In the Women in Motion program, Lead, Inspire & Connect is the focus to improve Bridgestone‘s business results through leveraging gender diverse approaches on how to develop business and solve business issues. BSEMEA believes it can make the difference collectively by empowering its female talent.

Organization and resources for DE&I Center of Excellence

BSEMEA has created a dedicated DE&I Center of Excellence with a team focused on enterprise-wide initiatives; creating strategy, tools, and resources for the business; and facilitating training and education to further the DE&I agenda. In 2023, BSEMEA continued the “Free to Be” movement that helps employees understand the importance of inclusion and bringing one’s whole self to work. It will continue to promote initiatives to increase diversity and embed DE&I into the business, and create an even more equitable and inclusive work environment. These priorities will be accomplished with direct employee input, including from its ERGs:

  • BWIN — Women employees
  • BPROUD — LGBTQ+ employees
  • Women in Technology — Women employees from the Technical Center in Rome
  • Young Professionals program

The ERGs bring together employees and allies based on shared characteristics, life experiences, and interests and are critical in helping BSEMEA value employee differences. Each has the autonomy to define its purpose and programming, including community outreach and volunteering, mentoring and development opportunities, and networking.

Initiatives and results in 2023 and plans for 2024 and beyond

BSEMEA has achieved a high level of cultural diversity. This is the result of decisions made by management over the last eight years to build an international business run by local experts, regardless of their nationality or cultural background. As a result, nearly all nationalities from the region are represented in BSEMEA’s headquarters and across its many geographies. Workstreams in the area of awareness and communication, talent acquisition, talent management, training and development and benefits have further strengthened BSEMEA’s DE&I efforts and have led to increased visibility and career opportunity for underrepresented groups.

  • Certification in “Great Place To Work”:

    BSEMEA was recognized as a Top Employer and Great Place To Work in 2023 in multiple countries.

  • Level 1 Broad-Based Black Economic Empowerment (B-BBEE)* in South Africa:

    Bridgestone South Africa (Pty) Ltd. (BSAF) achieved this highest rating in the annual verification process which recognizes BSAF's efforts to include historically disadvantaged people in the workforce, support small and medium businesses and give back to the community.

* B-BBEE: A mandatory governmental program that encourages businesses to integrate African people in the workspace, support African businesses, and give back to African communities affected by land repossession during apartheid.

Supporting the empowerment of women

In a society and market where values are becoming increasingly diverse, the Group believes that in order to continuously provide social and customer value, it is important to be attentive and supportive of customer needs and to respect diverse values and promote diversity in decision-making as an organization. From this perspective, the Group is focusing on empowering women and developing female leaders, while considering the conditions in each individual region and country where it operates.

As of December 2023, the percentage of female employees in each of the Group's segments was as follows.

Female percentage Group total Leader positions Other staff and positions
Top managerial positions Managerial positions Junior managerial positions Total
Japan 12.2% 2.2% 7.6% 5.7% 6.2% 13.4%
China, Asia Pacific 10.1% 9.9% 20.8% 10.6% 14.3% 9.5%
Americas 12.6% 26.5% 26.6% 21.5% 22.3% 10.1%
Europe, Russia, Middle East, India and Africa 12.8% 3.0% 22.9% 15.1% 17.5% 11.9%
Total 12.2% 7.8% 17.9% 15.7% 16.1% 11.3%
  • Ratios are based on full-time Group employees. Data (as of as of December 31, 2023) covers from 125,166 employees (99.7% of the Group).
  • “Japan" includes "Japan," "Other" and "Company-wide (common)" segments in the Annual Securities Report.
  • The definitions of each category are as follows.
    Top managerial positions: Officer-equivalent (Executives & VPs)
    Managerial positions: Persons in charge of the management of an organization (Line Managers)
    Junior managerial positions: Persons who contribute to the organization with their individual knowledge and experience, or are in a position
    to guide the organization’s day-to-day management objectives, which include leaders who manage and oversee teams in manufacturing sites and other sites (Genba)

Regional initiatives

Japan

Bridgestone is focusing its efforts on stronger recruitment of female employees and retaining and empowering them by supporting work-life balance. Furthermore, the Company is focusing on appointing more female managers. Its target is to increase the ratio of female managers*2 at the Company to 7.5% by 2025. As of December 2023, this ratio was 4.3%. The Company is implementing various initiatives, including the mentoring program described below, to achieve the target.

  1. Female managers at the Company refers to line managers (at executive and management levels), specialists and coordinators.
  2. The Company’s target and result for the percentage of female managers includes those seconded to other regions or other companies belonging to the Company.

Empowering and supporting female talents towards appointment to managers

As one of its initiatives in this area, the Company introduced an officer mentor program in 2021. In this program, officer mentors provide career support for female manager candidates. The Company is also expanding the program by enhancing mentoring opportunities between female managers and candidates, as well as strengthening networking among candidates. In each department of our company, the Company has established plans for development and promotion of candidates, and is actively working on their development through a Plan-Do-Check-Act (PDCA) cycle, including these programs. In the three years since its introduction, 54 candidates have been eligible for the system, and more than half of these have been promoted as of January 2024.

The Company participated in the "2024 J-Win Diversity Award," organized by Japan Women's Innovative Network (J-Win), an NPO established to support companies to promote and establish diversity management in companies. The Company was honored to receive the "Basic Achievement Second Prize" in the Basic category. In promoting our aim of “developing various opportunities for diverse talent to shine,” which is the axis of the Group’s talent strategy, the Company will continue to strengthen its efforts to empower and support female talent towards appointment to managers, while firmly implementing the PDCA cycle.

Support for cultivating female leaders in partnership with Ochanomizu University

In 2017, the Company concluded a comprehensive agreement with Ochanomizu University to support the cultivation of female leaders.

Specific initiatives in this agreement are as follows:

  1. Cultivating young talent who will become the next generation of female leaders.
  2. Building the capabilities of current female leaders who hold leadership positions in their respective organizations.
  3. Talent networking.

In April 2019, the Future Starting Point Project was launched to help cultivate the next generation of female leaders. This project is centered on the Future Starting Point Seminar, a social collaboration course offered at Ochanomizu University. It is unique in that it mutually utilizes the resources of both Ochanomizu University and its participants, as they present and exchange opinions and explore the class content.

Asia Pacific, India, and China region

BSAPIC implements the following initiatives related to empowering women in their careers.

Women’s empowerment and advancement

BSAPIC has set an aspirational goal to increase female representation in management roles to 20% by the end of 2023. It aims to provide women with equal opportunities to showcase their capability and capacity to deliver the expectations of each role. In 2023, BSAPIC achieved over 20% of females in roles in Management Job Grade. Nine out of 13 group companies in BSAPIC had more than 20% females in management roles; with highest Singapore at 31%, China at 25% and Thailand at 21%. The percentage (%) of female holding roles in Management Job Grades have also increased from 14% in 2018 to over 20% across BSAPIC, while the percentage of females in the total employee population has also increased from 8% in 2018 to over 10% across BSAPIC.

Diversity and inclusion in recruitment and talent attraction: female representation

BSAPIC group companies have ongoing programs and initiatives to attract a female workforce in several markets.

  • BSAPIC: In the Regional Monthly Spotlight, BSAPIC featured female teammates to talk about their success stories in their career development with the group companies to inspire more female teammates to take on new challenges and do their best in achieving their career growth.
  • Vietnam: advanced to 18% in 2023 versus 2015 (0%) female representation for Operator.
  • Australia and New Zealand: have active recruitment and hiring campaigns to promote career opportunities in the tire industry. Promote hiring of female tire technicians with employee ambassador sharing personal career journey experience.

International Women’s Day (IWD)

BSAPIC has been commemorating International Women’s Day (IWD) since 2019 and advocating it annually through a more structured and consistent approach across the 10 countries and regions of BSAPIC. SBU guidelines were launched for group companies to promote the celebration of women’s empowerment and achievements and to showcase its on-going commitment to women’s equality. BSAPIC’s annual participation in IWD, which is supported globally by industry, governments, educational institutions and community groups to recognize the social, economic, cultural and political achievements of women, is to raise awareness of women’s challenges to help forge a gender-equal world. In IWD 2023, BSAPIC promoted “Equity” by ensuring equal access to the same opportunities and advancement for female teammates across our organization. In Bridgestone where our Code of Conduct underpins the value of diversity, BSAPIC is guided by its commitment to build an inclusive culture where everyone is entitled to equal opportunity regardless of their background and where they come from. This is also in line with BSAPIC’s TRACE values where BSAPIC treats each other with respect. Each BSAPIC teammate can make a difference within our sphere of influence by taking concrete action to be more inclusive in our work.

IWD promotional poster by BSAPIC employees

Americas region

BSAM remains committed to creating a uniting, empowering, and pioneering culture and work environment where employees feel supported, trusted, valued and motivated. As part of this commitment, particularly with respect to gender diversity and equity, BSAM has focused on intentional programs to further empower women. A few highlighted programs include:

BSAM has partnered with the Women Unlimited, Inc. organization for over 10 years. Women Unlimited, Inc. offers three distinct programs (ImPower, Lead, Few) for participants at varying levels of their career journey and each is designed to integrate unique mentoring, education and networking experiences. In 2023, 18 female employees across BSAM participated in this impactful development opportunity.

The Rise and Thrive Program is a comprehensive leadership development program designed to elevate and empower emerging female leaders. This program offers a rich blend of learning experiences including but not limited to engaging learning labs, coaching, and digital platform engagement. In 2023, 61 female employees across BSAM increased their self-awareness, enhanced their emotional intelligence, communication, personal leadership and relationship-building skills through this professional and personal leadership development program.

Specifically in Latin America, 50 female employees participated in the Red Shoe Movement Program, a 12-month virtual program designed to engage and keep female employees focused on career growth and leadership development. The program’s two core pillars of mutual mentoring and self-leadership provide participants with a unique skills development experience while fostering a strong community that supports individual career goals.

In addition to these highlighted programs, Bridgestone’s Women’s Initiative Network (BWIN) employee resource group (ERG), offered several programs that further supported their mission to champion diversity, foster gender equity and empower women to excel and lead with excellence. A few 2023 highlights include running year-round BWIN mentoring circles to nurture professional and personal growth, hosting panels and masterclasses to discuss topics such as women’s leadership, motherhood and health, and supporting International Women’s Day with multiple events.

Hiring people with disabilities

In March 2021 the Group joined The Valuable 500, a global initiative launched at the World Economic Forum’s annual meeting in Davos in January 2019. The Valuable 500 aims to help business leaders transform their businesses and unlock the social and economic value of people living with disabilities around the world. It gains the endorsement of the CEOs of 500 companies worldwide. The concept of The Valuable 500, which respects diversity and promotes inclusion, has much in common with the Group’s corporate philosophy and is in line with the intended direction of its Global Human Rights Policy.

Sharing the belief of The Valuable 500 with other world leaders, the Group will strengthen its diversity initiatives, including building a diverse workplace that empowers employees with disabilities. The Group will work to create a more inclusive society that promotes good physical and mental health through co-creation with communities and strategic partners.

Regional initiatives

Japan

In 2004, Bridgestone established Bridgestone Empowerment Co., Ltd., a special subsidiary for the purpose of employing people with disabilities, and Bridgestone is actively working to hire people with disabilities. In addition, with the goal of achieving the legally mandated employment ratio at all of its 16 group companies in Japan*, Bridgestone has been taking systematic actions to increase these opportunities. As of January 2024, the total employment ratio of people with disabilities across all 16 companies (when including its special subsidiary) was 2.71%.

Bridgestone Empowerment Co., Ltd. started with seven employees with disabilities and five other staff members, but has expanded its business within the group to hire 229 employees with disabilities and 60 other staff members as of January 2024.

At the company's headquarters (Kodaira, Tokyo) and branch offices (Nagoya in Aichi, Ichikawa in Chiba, Yokohama in Kanagawa, Chuo-ku in Tokyo, Nasushiobara in Tochigi, Ageo in Saitama, Amagi in Fukuoka and Hikone in Shiga), the following values serve as its fundamental philosophies as it aims to be a company where each and every employee can work with energy and enthusiasm:

  1. Harmony with local communities.
  2. Harmony with Bridgestone employees.
  3. Building environments helping employees with disabilities to be independent in society.

These efforts include helping each employee establish goals they want to achieve each year while maintaining close interaction with local organizations connected to employment of people with disabilities. The special subsidiary’s business lines include cleaning services, printing of promotional materials and business cards and mail pickup and delivery services, and support for tire testing.

In April 2011, Bridgestone also opened a vocational education and training school, Work Education Center Hikone, at its Hikone Plant to support social participation through employment and independence for people with disabilities. The center is operated by Kansai Fukushi Gakuen, an organization operating schools for social welfare. During the two-year education and training period, participants are provided education on basic knowledge and manners as members of society, as well as on-the-job training at the Hikone office. As of February 2024, 22 graduates have been employed at the Hikone office. By further promoting these efforts and expanding employment of people with disabilities, Bridgestone will contribute to the realization of a harmonious society where everyone can continue to work with peace of mind.

* 16 group companies in Japan to which Bridgestone's special subsidiary system applies (as of January 2024)

Asia Pacific, India, and China region

Each BSAPIC employees can make a difference within its sphere of influence by taking concrete action to be more inclusive in their work.

Workplace and external engagement

As part of workplace employee and external engagement, BSAPIC has various activities in building a diversity-friendly workplace recognizing its diverse talent. Thailand has a focus on empowering people with disabilities in the local community, striving for inclusive purpose and growth – contributing to an “empowered” society that ensures accessibility and dignity for all.

Americas region

BSAM is committed to contributing to a society that ensures accessibility and dignity for all (not just for this generation, but for future generations). To that end, BSAM is further committed to providing job applicants and employees with equal employment opportunities and maintains programs to promote employment opportunities for individuals with disabilities. Talent Acquisition and HR Professionals across BSAM engage in annual outreach and recruitment efforts with various partners such as local rehabilitation services for the purpose of identifying interested and qualified candidates with disabilities. 8% of employees hired in 2023 identified as being an individual with a disability.

To the extent permitted by applicable law, applicants and employees are also invited to voluntarily self-identify as an individual with a disability. This voluntary disability self-identification helps BSAM to better understand its applicant and employee population and engage in the interactive process to determine if a reasonable accommodation may be needed. BSAM’s “Free to Be” mission is to cultivate a workplace culture that ensures each voice is heard and where people are fully engaged and equipped to reach their goals.

Bridgestone’s other DE&I systems (Japan)

Initiatives for balancing work and childcare

In-office daycare centers

Bridgestone has established various childcare support systems, disseminating information about these and nursing care support in the Parenting and Nursing Care Guidebook and internal newsletters. Furthermore, the Company provides regular guidance to employees who plan to take childcare leave. These initiatives are aimed to support our employees, regardless of gender, to continue working in a way that suits their life stage. Seminars are also held for managers, to aid the process of returning to work after childcare leave. These are part of the Company’s actions to create a workplace environment continuing to support employees during and after their return from leave. In October 2022, the Company established a system to encourage male employees to take leave upon the birth of a child. This system is aimed to build an environment that facilitates male employees' participation in childcare.

As part of its efforts to build work environments for greater diversity, the Company has established in-office daycare centers and provides matching support with external facilities.

  • 2008: Established the corporate daycare facility, Bridgestone Kodaira Daycare Center (Tokyo)
  • 2009: Expanded eligibility for Bridgestone Kodaira Daycare Center use to all group employees; took actions to make the center the largest corporate daycare facility in Tokyo Area
  • June 2013: Launched support for employees living around the Company’s headquarters in partnership with external daycare centers
  • July 2015: Launched the corporate daycare facility, Yokohama Daycare Center (Kanagawa)
  • April 2019: Moved the Yokohama Daycare Center to a new building and changed its business format to become a company-led childcare facility, expanding its capacity to 60 children
  • 2022: Introduced Childcare Future Concierge, a company-led childcare facility matching service, enhancing childcare environment support in other areas in Japan

Initiatives for balancing work and nursing care

The Company works to raise awareness of nursing care, including by holding lectures on nursing care by outside experts and by publishing its Parenting and Nursing Care Guidebook.
In January 2017, the Company revised its nursing care support system to further support employees in balancing work and nursing care, including a new exemption from overtime work for nursing care. Since 2018, the Company has been holding nursing care seminars led by outside experts for all employees, and since 2019 for line managers specifically. These seminars provide knowledge on balancing work and nursing care for employees and their subordinates. In 2023, the Company initiated the Care Support Benefit, which provides a maximum of 30,000 yen per parent or spouse who has been certified as requiring care or support. Additionally, the Company has established employee chat rooms as a platform for information sharing among caregivers. Its employees already dealing with nursing care and those concerned about the future are also provided with opportunities for individual consultations to help them resolve issues as early as possible.

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