Promotion of Diversity, Equity, and Inclusion (DEI)

Launch of the Azbil Diversity Network (ADN)

Our employees have a diverse range of backgrounds, and we believe that a driving force for growth is constituted by mutual respect for individuality and the demonstration of individual abilities. Based on that belief, we launched the Azbil Diversity Network (ADN) in FY2017 and are actively promoting DEI initiatives. In FY2021, ADN’s activities were expanded to cover a diverse range of human resources, such as midcareer hires as well as female employees and employees of foreign nationality. Through ADN’s activities, a diverse mix of employees have made suggestions to the company, and we are also working to materialize these suggestions. By creating more pleasant working environments, we are cultivating a diverse workforce comprised of employees who can play central roles in the company.

Promoting advancement of female employees

The azbil Group, which has a large number of engineers due to the nature of its business, has a relatively small number of female employees, and we are making dedicated efforts to promote the advancement of women. Against this backdrop, we set the SDG target of doubling the number of women’s advancement points in FY2024 compared to FY2017 and confirmed that the number of women’s advancement points had reached 2.3 times by FY2024, thus achieving the original target. (The women’s advancement points as of April 2025: 2.7)

As we move toward a further stage in our efforts to promote the advancement of women, the azbil Group has set new targets of increasing the ratio of female employee in managerial or specialist positions to 10% or more by FY2030 and doubling the ratio of them in the azbil Group in Japan by FY2027 compared to FY2017.

*Total number of azbil Group employees: 9,274
Number of female employees: 2,663 (Percentage of female employees: 28.7%)
Data for domestic group companies is based on figures as of the end of March 2024.
Data for overseas group companies is based on figures as of the end of October 2024.

Helping foreign employees succeed

As our business activities become increasingly global, we are actively hiring new personnel. We are producing employees who can succeed as core personnel by allowing them to gain work experience in other countries and interact with employees from a variety of backgrounds.

Continued mid-career recruiting

Each azbil Group company recruits a certain number of mid-career employees every year. These employees can fully utilize their practical skills in a corporate culture where diversity is respected, and many of these mid-career hires are appointed to management positions in their organizations.

Helping disabled employees succeed

We are continuously working to create employment opportunities for individuals with disabilities. Additionally, we already have employees with disabilities active in engineering, manufacturing, administration, and various other fields.

Azbil Yamatake Friendly Co., Ltd., is a special subsidiary among the azbil Group that employs individuals with learning disabilities, and it celebrated its 25th anniversary in 2023. Employees are in charge of a wide range of tasks, such as organizing offices, cleaning, auxiliary work and precision processing on production lines, supporting experimental data entry, and preparing azbil Group corporate magazines and invoices for delivery. Additionally, the range of work is always expanding in both variety and number.

Our goal is to help build a society in which people with disabilities can play an active role, and we are actively working to increase job opportunities for Azbil Yamatake Friendly employees by featuring them in posters and other materials hung in our company offices.

These efforts have been highly recognized externally,which is evidenced by instances such as our acquisition of the Monisu Certification^* issued by the Japanese Ministry of Health, Labour and Welfare in FY2024.

We will continue to promote the employment of individuals with disabilities and help build a good working environment by offering job opportunities and a place for people to achieve self-growth through work.

* The Japanese Ministry of Health, Labour and Welfare certifies small and medium-sized companies based on their efforts regarding the employment of people with disabilities.

Helping older employees succeed

It is important for our employees over the age of 62 to remain healthy and motivated, and we believe it is important to offer older employees positions and roles that allow them to use their collected know-how and experience, and to demonstrate their abilities to the maximum extent.

We consider employees reaching the age of 55 to be at the start of the second stage of their careers. That is why we have established a framework that allows employees who are re-employed after official retirement to smoothly transition into this next career stage. We have introduced a bonus system and other renumeration for employees who continue to be active, to demonstrate their skills, and achieve good results.

Promotion of Diversity, Equity, and Inclusion (DEI)