Diversity, Equity and Inclusion

Basic Approach

The Olympus Group has formulated and made public its global Diversity, Equity and Inclusion (DEI) strategy for fiscal 2023.
In our journey of achieving Our Purpose of "Making people's lives healthier, safer and more fulfilling,” DEI is an indispensable piece of strategy to ensure.
We can increase organizational capability and sustainability ensuring that we will be chosen by employees, customers and stakeholders to fully realize Our Purpose.

Olympus Names Wenlei Yang the Newly Established Chief Diversity, Equity and Inclusion Officer

Statement (Our Vision of DEI)

At Olympus, valuing people with diverse perspectives and backgrounds is a part of Our Core Values. Olympus respects the differences in our people’s age, gender, race, sexual orientation, gender identity, socioeconomic status, ethnicity, (dis)ability, nationality and culture, language, religion, opinions, political stance, experiences, and career backgrounds.
Olympus continuously works to build an inclusive culture and equitable systems, where everyone, including the communities we serve, are accepted for who they are, with equal access to opportunities.
We believe that Diversity, Equity and Inclusion are equally important, and only when DEI becomes integrated into our daily work, will people be their true self, release their full potential, and perform at their best.
In an inclusive and equitable environment, our people with their diverse backgrounds will better understand our customers’ varied needs and expectations, thereby creating new value by exchanging their opinions between each other, and developing solutions together to ultimately contribute to Our Purpose of "Making people's lives healthier, safer and more fulfilling.”

Definition of Diversity, Equity and Inclusion

Diversity Equity Inclusion

Why Olympus Is Committed to Engaging In DEI Initiatives

Why Olympus Is Committed to Engaging In DEI Initiatives

In our journey of achieving Our Purpose, DEI is an indispensable piece of strategy to ensure that we will:

  • Enhance the employee experience and further enable everyone to be their true self and be recognized in the organization.
  • Achieve better decision-making and foster innovation, to bring more value through our products and services to our customers and patients.
  • Foster creativity and have more chances to streamline processes and increase productivity.

As a result, we can increase organizational capability and sustainability, ensuring that we will be chosen by customers and stakeholders, to fully realize Our purpose.

Global DEI Promotion System

To actively promote DEI, Olympus has created the new post of Chief Diversity, Equity and Inclusion Officer (CDO), as of June 1, 2023, with Ms. Wenlei Yang, Regional Representative Officer, Japan, having been appointed to this position. While continuing to serve as the Regional Representative Officer, Japan, CDO Yang will endeavor to expedite initiatives related to Olympus's global DEI strategy in this new role.

As a leading global MedTech company, Olympus has a duty to establish an understanding of the latest trends and implement appropriate measures which cater to the expectations of its stakeholders. The creation of this new position will also help ensure Olympus's global governance structure for DEI measures. We are confident that Ms. Yang's leadership based in her abundant experience will drive our organization towards our DEI goals.

ESG Strategy materiality story
Wenlei Yang, CDO explained the specific initiatives and future plans.

Global DEI Strategic Priorities and Initiatives

Four Strategic Priorities

In engaging with DEI, four key themes are being prioritized globally1.

  • 1.Gender and Life Priority, to further support women colleagues and all “Care Takers2” that may have time constraints through life events
  • 2.Nationality and Culture, to increase diversity and ensure equitable access to opportunities regardless of nationality/culture or language
  • 3.Career and Experience, to increase professional experience and broaden team/organizational coverage of perspective
  • 4.Inclusive Environment, to ensure psychological safety that everyone could speak up and collaborate effectively

1DEI efforts concerning other pillars, including age, race, sexual orientation, gender identity, socioeconomic status, ethnicity, (dis)ability, religion, opinions and political stance are all equally important in Olympus. Increase diversity and ensure equity in each pillar to be driven in each region, taking regional features into account.

2Care takers are people need to work and at the same time taking care of their children, parents, families etc.

Specific Initiatives

Olympus are pioneering the provision of globally common DEI training for managers, as well as opportunities for employees to apply for global positions, while also providing language learning programs, in line with the four main themes outlined above. It is planned to roll out new measures in turn and to deploy these globally in a gradual fashion.

In addition to these respective initiatives, Olympus holds global events. On International Women's Day (March 8, 2023), around 400 employees from Japan, Americas, EMEA, China, and the APAC region simultaneously participated online.

More initiatives support to realize strategic priorities to come in near future

DEI Initiatives in Each Region

In addition to global DEI initiatives, we implement activities tailored to the specific challenges and needs of each region. Please see below for more details.

Targets and Achievements Data

DEI-Related KPIs

The following KPIs were established when we launched the strategy in FY2024, which will not be the purpose of DEI program but provide measurement for us to understand our achievement.

  • 1.Achieve 30% representation of women in management roles globally byFY2028 (including doubling the rate of women managers at Olympus Corporation to 13%)
  • 2.Have 100% of eligible men at Olympus Corporation take parental leave by FY2026
  • 3.Increase the diversity of nationality and cultural at the Olympus Group and further improve employee engagement scores

Current statuses (as of March 1 2023)

  • Percentage of female managers globally: 22.7%
  • Percentage of female managers at Olympus Corporation: 7.2%
  • Rate of male employees acquisition of parental leave at Olympus Corporation: 70.2%

*Please refer to the following page for details of results for Olympus Corporation.

Promotion of DEI in Japan