Sony conducts education, training and lectures in order to deepen understanding about Diversity, Equity & Inclusion. We also invite our employees to submit ‘Diversity slogans about human rights’ and present awards for excellent activities.
Sony's DIVI employee activities aim to encourage individuals to take a fresh, diversity-focused look at our company from the inside out, in order to identify issues that could be improved or resolved. This will help us to form a more creative and energetic environment in which each employee can continue to demonstrate his or her individuality and capabilities to the fullest extent.
Sony Founder, Masaru Ibuka, once said that "One should hold the belief that persons with disabilities should be treated under the same standards without requiring any special privileges, and still be expected to accomplish work of even better quality than able-bodied persons." We continue to carry this philosophy, and are striving towards "Sony-style employment for people with disabilities that helps these employees feel truly valued, and that gives them a sense of inclusion by taking the focus away from the disability."
Sony acknowledges that people with different disabilities face different challenges, and aims to consider the status of each individual.
Sony Group companies hold combined events to actively recruit people with disabilities
Sony has special subsidiary companies that actively employ ,any people with disabilities :Sony/Taiyo Corporation, Sony Kibou / Hikari Coporation, Sony Life Business Partners Co., Ltd.
Sony has expanded certain personnel programs, (e.g. monetary gifts and leave for bereavement, rent subsidies, and participation in employee family events) to encompass same-sex partners. Sony also has a consultation desk available to LGBTQ+ employees.
Sony provides diversity e-learning course to all employees. The course emphasizes the necessity of workplace improvement for all employees including LGBTQ+ and adverse effects of belief and stereotype.
LGBTQ+ events are designed to make it easier to state that ally employees are "ally" and to encourage them to think deeply about workplace issues which LGBTQ+ employees frequently face.