Global Goals until 2026
In the ASICS Group, we promote "diversity equity & inclusion," in which employees recognize and make the most of each other's differences with the aim of enabling each employee to maximize his or her abilities to provide better products and services for our customer's ever increasing diverse needs and in doing so support our sustainable growth.
- Improve the ratio of female in management positions
- Promote the employment of people with disabilities and improve their work environment
- Realize a multinational executive composition
Quantitative Targets
①40% or more of all manager positions are filled by females globally. (25% at ASICS Corp.)
Diversity Numbers
Asics Corporation Head Office(As of March 28, 2025)
| Ratio of female employees | 37.9% |
|---|---|
| Ratio of female in new hires | 48.8% |
| Ratio of female managers | 18.0% |
| Ratio of female directors | 37.5% |
| Ratio of female officers | 19.2% |
| Difference in average employment years between male and female | 1.0 years (Male>Female) |
| on-Japanese in Head Quarters | 54 people from 19 countries |
| Ratio of employees with disabilities (as of the end of 2024) | 3.1% |
| Ratio of child care leave | 79.2% for men, 100% for women |
Gender Pay Gap
| All employees | 78.1% |
|---|---|
| Employees with no fixed term of employment | 75.1% |
| Employees with a fixed term of employment | 61.8% |
*Fiscal year 2024 is from January to December
*The same wage standards are applied regardless of gender, but there are differences between male and female employees due to differences in the number of employees, employee qualifications, and years with the company, etc.
Ratio of female Mangers in Overseas Subsidiaries（As of January 1, 2025）
| Global | 39.5% |
|---|---|
| Japan | 26.3% |
| North America | 49.3% |
| Europe | 39.3% |
Various Initiatives Toward Achieving Goals
1. Initiatives for Promoting Women's Empowerment
By the end of 2026, we aim to achieve a global ratio of over 40% female managers and 25% within Asics Corporation, in order to revitalize our human resources. We are implementing various approaches to enable women to actively build their careers.
In the Japan region, we are strategically focusing on the commitment of our executives, along with various on-the-job training (OJT), off-the-job training (OFF-JT), and the creation and execution of development plans.
These initiatives, along with the increase in female managers, have been recognized, resulting in various awards and certifications.
2. Creating an Environment Where Everyone Can Thrive
We are also working on creating an environment where diverse talents can maximize their capabilities.
As part of these efforts, we have been awarded the highest rank of "Gold" for six consecutive years in the "PRIDE Index," which evaluates initiatives for sexual minorities (hereafter referred to as LGBTQ+). (See details)
Our initiatives include:
Revising regulations and standards (clarifying the definition of marriage to include same-sex partners)
Conducting training and workshops to promote understanding of LGBTQ+
Establishing help desk both internally and externally
Hosting the online running event "Pride Run/Walk" and making donations based on the number of finishers
We are committed to creating a world where everyone can enjoy sports, and we will continue to promote these activities as part of our management declaration.