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Panasonic Holdings Corporation Panasonic Holdings Corporation About Panasonic Group Group CEO's Message Business Philosophy 1. The Mission of the Enterprise 2. The Mission of the Panasonic Group, and What We Must Do Now 3. The Basic Management Objective 4. The Company Creed and the Seven Principles 5. The Basic Business Philosophy of the Panasonic Group 6. Practicing the Basic Business Philosophy 7. The Customer Comes First 8. Autonomous Responsible Management 9. Participative Management through Collective Wisdom 10. Developing People and Making the Most of Their Potential Panasonic Leadership Principles Code of Ethics & Compliance About the Panasonic Group Code of Ethics & Compliance Chapter 1 Chapter 2 Chapter3 Chapter 4 Chapter 5 Procurement For Suppliers Green Procurement Clean Procurement Declaration Strategic Partnerships Intellectual Property Panasonic IP Innovation Project Brand Protection Human Resources and Organizations Corporate Information Group Companies Products and Solutions Consumer Business Products and Solutions What Panasonic delivers Experience Sponsorships History Corporate History The Founder, Konosuke Matsushita Words of Wisdom Panasonic Museum News Investor Relations Financial Announcements Presentation Related Release Library IR Summary Integrated Report Annual Securities Report, etc. Corporate Governance Calendar Shareholders' Meeting Stock and Corporate Bonds Stock Price / Ratings / Corporate Bonds Dividends FAQ / Contacts Brand Live Your Best Five Principles Regarding Brand Names Panasonic Brand Identity Brand History Technology R&D Outlook R&D Activities Innovators R&D Organization History of Technology List of Conference Presentations 2023 2022 2021 2020 2019 2018 Design Sustainability Our Approach The Promotion of Sustainability Management Initiatives for SDGs External Recognition History Corporate Citizenship Activities Initiatives for SDGs Diversity, Equity & Inclusion What is Diversity, Equity & Inclusion (DEI) ? Panasonic Group Diversity, Equity & Inclusion (DEI) Policy DEI and Employees’ Well-being Top Management Commitment Creating an Inclusive Work Environment Support for Every Individual: Diverse Work Styles and Work-Life Balance People with Disabilities Employing Workers Post Retirement LGBTQ Gender Equity Global Initiatives Panasonic Group's DEI in Data Panasonic Group DEI News Employee Journey History of Diversity Promotion Awards Environment Policy Mid-term to Long-term Environmental Vision Governance Response to TCFD Products and Factories Global Warming Adaptation Reducing CO2 Emissions in Factories Green Logistics Resources Biodiversity Water Resource Chemical Substance Global Activities Supply Chain Human Resource Development Communication Social Governance Download Data Book Report Archive Content Index Careers Products and Solutions About Panasonic Group News Investor Relations Brand Technology Design Sustainability Careers Products and Solutions Sustainability Our Approach Corporate Citizenship Activities Initiatives for SDGs Diversity, Equity & Inclusion Environment Social Governance Download Data Book What is Diversity, Equity & Inclusion (DEI) ? Panasonic Group Diversity, Equity & Inclusion (DEI) Policy DEI and Employees’ Well-being Top Management Commitment Creating an Inclusive Work Environment Support for Every Individual: Diverse Work Styles and Work-Life Balance People with Disabilities Employing Workers Post Retirement LGBTQ Gender Equity Global Initiatives Panasonic Group's DEI in Data Panasonic Group DEI News Employee Journey History of Diversity Promotion Awards DEI and Employees’ Well-being In October 2022, the Panasonic Group announced that it was undertaking initiatives aimed at achieving stable well-being for diverse employees. What is employees’ well-being? A state in which each and every employee is in good health, both mentally and physically, and feels happy and fulfilled in their work through opportunities to take on new challenges What is employees’ well-being, a concept which also encompasses DEI initiatives? Three pillars supporting employees’ well-being Greater options for adopting different work styles What is employees’ well-being, a concept which also encompasses DEI initiatives? Since its foundation, in line with the management philosophy of founder Konosuke Matsushita, the Panasonic Group has been committed to the concept of human capital management, which regards human resources as important capital. Over the years, we have made a range of pioneering efforts. For example, we were one of the first companies in Japan to introduce a five-day workweek, provide support for childcare and nursing care, and put in place a remote work system. As the social environment is rapidly changing and values are diversifying, measures for human capital management must be continuously updated in response to these changes. In order for our employees with diverse individualities to actively take on challenges and thrive in everything they do, the Panasonic Group is committed to creating an environment and framework where each and every employee can always maintain a state of well-being. By this, we mean that they are both mentally and physically healthy and feel happy and fulfilled in their work as a result of having opportunities for taking on new challenges. The Panasonic Group aims to create “an ideal society with affluence both in matter and mind.” To achieve this, we must strengthen the competitiveness of our individual businesses. The means to achieve this is our autonomous responsible management system, which relies on the entrepreneurship of each and every employee and participative management through collective wisdom. In this context, we hope to create a culture in which each and every employee in the Panasonic Group resolutely takes on challenges with a strong sense of autonomous responsibility, and a culture of open discussion within which it is normal for all employees to share their wisdom with each other. The prerequisite for both a strong sense of autonomous responsibility and a culture of open discussion is employees’ well-being. We aim to create a society where each and every customer can live and work comfortably and with peace of mind, and where they can be happy and healthy, both mentally physically—in other words, where they can be in a state of well-being. As we aim to help bring about such a society, it is our duty as a company to begin by aiming to ensure the well-being of the approximately 240,000 global employees of the Panasonic Group, with their diverse individualities and abilities. We believe that this is the starting point for creating an ideal society with affluence both in matter and mind. Three pillars supporting employees’ well-being In order to ensure the well-being of employees, the Panasonic Group is promoting initiatives under the following three pillars, with DEI initiatives coming under the third pillar. Work in a safe, secure, and healthy state. Work in a safe, secure, and healthy state. Creating a safe, secure, and healthy workplace Work with a sense of fulfillment. Work with a sense of fulfillment. Encouraging employees’ self-motivated endeavors and supporting their self-determined career formation Work together by giving full play to all individuality. Work together by giving full play to all individuality. Promoting Diversity, Equity & Inclusion (DEI) Creating a safe, secure, and healthy workplace Creating a safe, secure, and healthy workplace This comes under the first pillar: “Work in a safe, secure, and healthy state.” As the pillar suggests, this means the creation of safe, secure and healthy workplaces. Development of a safe and secure work environment Respect for human rights and compliance Promotion of health initiatives （Encourage people to be healthy and active) Encouraging employees’ self-motivated endeavors and supporting theirself-determined career formation Encouraging employees’ self-motivated endeavors and supporting their self-determined career formation This comes under the second pillar: “Work with a sense of fulfillment.” To encourage people to take on new challenges through their work, for example, we will promote the exchange of human resources among the group’s operating companies through open recruitment. Also, we will create opportunities for individuals to realize their own potential as follows: Creation of opportunities for side jobs and skill development Greater choice of working hours and locations We believe that encouraging employees’ self-motivated endeavors and supporting their self-determined career formation through these measures is the very essence of the practice of management that maximizes the potential of each employee and the Basic Business Philosophy, and that they represent an endeavor to transcend organizational boundaries to optimize human resources and enable them to thrive, thereby enhancing business competitiveness. Promoting Diversity, Equity & Inclusion (DEI) Promoting Diversity, Equity & Inclusion (DEI) This comes under the third pillar: “Work together by giving full play to all individuality.” The Panasonic Group is promoting the Diversity, Equity & Inclusion (DEI) initiatives described on this website. Top Management Commitment Learn more Creating an Inclusive Work Environment Learn more Support for Every Individual Learn more Greater options for adopting different work styles This part focuses on initiatives in the Japan region. Of the three pillars supporting employees’ well-being, we will introduce initiatives to expand work style options related to “2. Work with a sense of fulfillment” and “3. Work together by giving full play to all individuality.” The Panasonic Group aims to maximize results by accelerating innovation and strengthening competitiveness through improving productivity from an organizational perspective and realizing well-being from an individual perspective. From an organizational standpoint, it is not a question of opting for either face-to-face or remote work, but of optimizing the balance between both work styles according to the situation of each business and the field in which each person is involved, which will lead to improved productivity. In this regard, the expansion of options in terms of working hours and locations is a means of realizing well-being from the perspective of the individual. There are many employees within the company who are willing to take on new challenges despite their various circumstances. For example, some employees may want to continue fulfilling their current roles, even though circumstances make it difficult for them to work full time for the present, while others may want to gain more skills and advance their careers, or perhaps broaden their horizons by working outside the company and learning new things that they can apply to their current jobs. We will continue to expand options in terms of working hours and locations so that everyone can take on challenges and grow, enabling them to continue to pursue their careers without having to give up. Examples of Diverse Work Styles *The approaches and content of systems differ among Panasonic group companies. Improving productivity Hybrid approach with an optimal combination of face-to-face/remote work Operations where face-to-face work yields higher productivity Operations where face-to-face work yields higher productivity Innovation, collaboration, human resources development, etc. Exercising organizational capabilities to create results Exercising organizational capabilities to create results Operations where remote work yields higher productivity Operations where remote work yields higher productivity Information sharing, preparation of analytical documents, routine work, etc. Creating results on an individual basis Creating results on an individual basis Realizing well-being Boost growth and connect careers Expanding options for working hours Expanding options for working hours Challenge of self-determined career formation Responding to the needs and circumstances of each individual Expanding options for work locations Expanding options for work locations Challenge of self-determined career formation Support for balancing life events and career More flexible and self-directed work styles More flexible and self-directed work styles Examples of possible future work styles The Panasonic Group will respond attentively to diverse needs by creating systems and other things that encourage personal career development and allow employees to achieve a better work-life balance, and will expand work options so that each and every employee can be their own person and take on their own challenges. *These are just some examples from the Japan region. The actual cases are expected to vary among Panasonic group companies. For employees who want to take on the challenge of self-determined career formation, such as side jobs, volunteer work, self-study, etc. For example, the following work style is possible I’d like to experience another company’s worksite to broaden my professional knowledge. Working four days a week to take on a side job at another company For example, the following work style is possible I’d like to take on a side job in my hometown. I’d like to take on a side job in my hometown. Without reducing working hours, taking on a side job from parents’ home outside of commuting distance For more information, please see Support for a healthy work-life balance - Diverse Work Styles and Work-Life Balance For employees who want to balance life events and career, such as childcare or partner relocation For example, the following work style is possible My partner has been transferred, and it’s impossible to raise two children alone. Flexible and fully remote work without overtime from home outside of commuting distance Flexible and fully remote work without overtime from home outside of commuting distance For more information, please see Support for employees during pregnancy and childcare - Diverse Work Styles and Work-Life Balance For example, the following work style is possible My parents need care at their home now! How do I balance work and family? My parents need care at their home now! How do I balance work and family? Fully remote work four days a week while caring for parents at their home outside of commuting distance For more information, please see Support for employees caring for a family member - Diverse Work Styles and Work-Life Balance *These are just some examples from the Japan region. The actual cases are expected to vary among Panasonic group companies. Related information: Diverse Work Styles and Work-Life Balance - Diversity, Equity & Inclusion Diversity, Equity & Inclusion What is Diversity, Equity & Inclusion (DEI) ? Panasonic Group Diversity, Equity & Inclusion (DEI) Policy DEI and Employees’ Well-being Top Management Commitment Creating an Inclusive Work Environment Support for Every Individual: Diverse Work Styles and Work-Life Balance Support for Every Individual: People with Disabilities Support for Every Individual: Employing Workers Post Retirement Support for Every Individual: LGBTQ Support for Every Individual: Gender Equity Global Initiatives Panasonic Group's DEI in Data Panasonic Group DEI News Employee Journey History of Diversity Promotion Awards Home Sustainability Diversity, Equity & Inclusion DEI and Employees’ Well-being Facebook YouTube  X  LinkedIn Instagram Support Site Map Terms of Use Social Media Terms of Use Web Accessibility Policy Social Media Policy Privacy Policy COOKIE Policy Area/Country Panasonic Holdings CorporationCopyright © Panasonic Holdings Corporation