DEI（Kubota）

Having positioned DE&I as one of its core management strategies, the Kubota Group is working to foster an inclusive culture that enables diverse human resources to play an active role. As part of this effort, we initiated Unconscious Bias Training to deepen the understanding of unconscious bias, and to enable each individual to take action. The training programs we organized in 2024 were targeted at executives and those in managerial positions. Going forward, we plan to expand eligibility for this training and conduct ongoing training.
We will also launch initiatives through which all of our employees will seek to build a workplace culture in which diverse human resources are motivated to play an active part. This will result from the efforts of each individual to recognize their own unconscious bias, become aware of this issue, and take action.

With the rise in dual-income households, we introduced Babysitting Vouchers, published by the Children and Families Agency, to be distributed to employees in January 2025. This initiative aims to support employees who are balancing work and childcare responsibilities. The vouchers can be used for in-home care or for transporting children to and from childcare facilities, thereby reducing the burden of childcare and allowing employees to focus on their work with peace of mind.

To assist employees in balancing work and caregiving, Kubota Corporation established a nursing care consultation desk staffed by experts in April 2025. Employees can easily consult with staff regarding not only the company's internal systems but also nursing care insurance services. We have implemented a support system to help employees manage their work responsibilities while providing care for their loved ones.

This program encourages each employee to take the initiative in developing their career and engaging in open communication with their superiors. By proactively understanding and effectively utilizing both internal and public systems, we aim to support employees in achieving a balance between work and family life. Our goal is to create an environment that facilitates taking childcare leave while also fostering the development of their mid- to long-term careers.

In the fall of 2023, we launched WERG for the purpose of encouraging interaction and mutual support among female employees. This Group has initiated activities to encourage women to break down barriers, as well as to demonstrate their full potential, by bringing female leaders together from across organizational boundaries, and by building new connections through self-driven activities. Since 2024, the 22 core members, all of whom are female managers, have interacted with other companies and conducted internal surveys. Moreover, their suggestions about improving the environment based on the knowledge they have acquired from other companies and their own experiences have led to activities that enhance the motivation of future generations, and improve the comfort of work. In FY2024, they supported the building of relationships that enable mutual support across the globe. This includes through meetings with the HR Department leaders from Kubota North America.

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  Exchange meeting

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  Exchange meeting between female managers from Kubota and Kubota North America Corporation

Two special subsidiary companies, Kubota Works Co., Ltd. and Kubota Sun-Vege Farm Co., Ltd., merged to form the new company, Kubota Inclusion Works Co., Ltd., in January 2025.
Through this merger, we will generate synergies and further promote the employment of people with disabilities, while at the same time working to expand the exchange and development of human resources as well as the scope of work.

The Kubota Group is active in its initiatives towards the employment of people with disabilities that are aimed at supporting self-reliance, mainly through its special subsidiary company Kubota Inclusion Works Co., Ltd. Kubota Inclusion Works currently employs over 200 people with disabilities in cleaning, office support, and Sun-Vege operations. The company operates at various Kubota Group bases and the number of locations is also increasing. To support job creation, Kubota Inclusion Works is cooperating actively with each of our Group companies to develop operations in the areas such as mask fitting tests in production factories.

We have introduced in-house training and qualification systems and encourage employees to enter Abilympics contests and to work　for the qualification of skilled office cleaner.
In Abilympics contests, Kubota Inclusion Works’ employees have achieved significant results in both national and regional contests. This includes four employees ranking in the top three places in FY2024.
Our support system requires as standard the allocation of one support worker for every five people with disabilities, ensuring an environment in which each individual can demonstrate their abilities with confidence.

Kubota Sun-Vege Farm’s Kanan Farm is involved in initiatives to use hydroponic cultivation (growing plants without soil) to grow vegetables safely and securely with the goals of living in harmony with the community and the practical use of unused agricultural land. The farm’s vegetable produce is used in our company cafeterias and made available for sale to our employees. It is also sold at supermarkets in Osaka Prefecture, helping to create connections with local communities.
Going forward, by continuing to promote the participation of people with disabilities and expanding the business operations of its special subsidiaries, Kubota will work to maintain the mandatory employment ratio for people with disabilities and achieve harmony with local communities.

At Kubota, the definition of a spouse includes "same-sex partners," allowing employees to access the company's internal systems and employee benefits programs related to life events.

AOur training programs emphasize fundamental knowledge about sexual orientation and gender identity, empathetic communication skills for the LGBTQ+ community, and how to prevent discrimination and prejudice in the workplace. Additionally, we organize film screenings and online seminars once or twice a year to enhance understanding of LGBTQ+ issues. We also provide a consultation desk and promote "ally" activities on our internal website, ensuring that employees feel comfortable discussing their concerns and questions regarding LGBTQ+ matters.