Diversit y is the Game C hanger

J-Win Non-Profit Organization

promotes diversity management

and helps companies gain a competitive edge

Promoting diversity and inclusion is the key management strategy for innovation
Keisuke Yokoo

Yukako Uchinaga

President and Representative Director

Chairperson and Representative Director-Promote Diversity & Inclusion as a management strategy

J-Win’s
Objectives

J-Win, an NPO established in 2007,
identifies diversity promotion as a key
management strategy for bringing about
innovation.
Our activities aimed at training female leaders started
with nothing more than our High Potential Network, but weeventually expanded this to include two activity systems: our3 layers of women’s network, which is organized by position,and our 3 layer system for D&I promotion, which is aimed
at supporting the promotion of diversity and inclusion
at companies. I therefore feel like we have successfully
established a foundation for promoting diversity.
Under its new leadership, J-Win will continue to further
accelerate the appointment of women to corporate decisionmaking positions while also conducting activities aimed
at spreading diversity and inclusion throughout Japanesesociety and promoting understanding.

We are entering an unpredictable era in which the businessenvironment is characterized by the rapid evolution of digitaltechnologies. In order for Japanese companies to overcome issues
arising in this era of major and sudden change, it is extremely
important for them to introduce innovation unbound by traditional values.
They must harness the different ways of thinking and diverse values heldby the people in their workplaces to establish a new business model built upon
mutual understanding and respect. I also believe that the promotion of diversity andinclusion (D&I) is an effective management strategy that will revitalize Japaneseorganizations and provide an important driving force for creating innovation.
We must also not forget that the first step in implementing this type of diversity
management in Japan is to empower women, who are still behind here compared tomuch of the rest of the world.
Since its establishment in 2007, J-Win has worked to support diversity
management within its member companies, and we have contributed to theenhancement of sustainable corporate competitiveness. Based on our philosophy—
which identifies diversity and inclusion as management strategy keys—we willcontinue to play a central role in corporate management as we cultivate more female
leaders capable of succeeding in both Japanese and global society.

-Contribute to building a society where diverse individuals can fully
participate
J-Win consists of 3 layers of women’s network, which is aimed at establishingcareer-development awareness and training human resources, a 3 layer system for D&I promotion,
which supports D&I promotion as a management strategy, andD&I progress analysis, which quantifies and visualizes the D&I promotion situation.

3 layers of Women’s Network

Executive officers

Keisuke Yokoo[Chairperson and Representative Director]

Yoshiaki Tamura Former Representative Director, Executive Vice President,
AGC Inc.
Outside Director, Kawasaki Heavy Industries, Ltd.
Outside Director, DIC Corporation

Yukiko Yoshimaru
Nobuaki Koga

2008

Creation of J-Win
Diversity Award oard Chairman, Research Institute for Advancement of
B
Living Standards

High Potential
NetworkD&I Promotion
Managers Meetings

Managers and Non-Managers

Diversity promotion managers/PICs

Distinguished Guest Professor, Aoyama Gakuin University

supporting D&I
promotion in Japan

Creation of
Personal Prize,
J-Win Diversity
Award

Launch of D&I Promotion
Managers Meetings

2010

J-Win founded as a non-profit organization
Launch of the High Potential Network
Launch of Overseas Study Tour
Women
Membermembership upon companies uponestablishment
establishment

2012

2009

2007

74

Board of Director, Sekisui House, Ltd.

D&I progress analysis

Auditor, J-Win

16 years of J-Win

234

Yukako Uchinaga

Men’s
Network

Male managers(mainly senior and other managers)

Senior Managers and Managers

Masaaki Shirakawa Former Governor of the Bank of Japan

Kumiko Bandou Governor, Japanese Red Cross Society
Tetsuro Ohara

Next Stage

Collaboration

officers and higher

Strategies
Implementation

Network[Board Members] Kuniko Fujiwara Board of Director, J-Win[Auditor]

Network

Give back3 layer system for D&I promotion

CEO Meeting
J-Win’s
Execution Leader’s Meeting
activities Top management, executive

Executive

Give backBoard Members/Auditors (As of July 2022)[President and Representative Director]-Help women to build networks and provide opportunities for careerdevelopment

Launch of the
Next Stage
Network

1,405
Overseas Study Tour

participants2011
Launch of the
Executive Network

2013
Company Prize,
J-Win Diversity Award
separated into two
separate categories

2013
Launch of
Uchinaga-juku
Government makes
statement noting that thecore of its growth strategy
is building a society “inwhich women can shine.”

Countries visited: U.S.A. (Washington, D.C., New
York, Boston), Canada, United Kingdom, Norway,
Sweden, Finland, Australia, Iceland(Total as of January 2022 * including online Overseas Study Tour)

2015

2016

Absolute evaluation
Launch of D&I
methods introduced
progress
for J-Win Diversity
analysis
Award

2015
High Potential
Network program
switched frombiennial to annual

2017

Implementation of
Act on Promotion of
Women’sParticipation andAdvancement in the
Workplace

Launch of CEO Meeting
Execution Leader’sMeeting

Launch of Men’s
Network

2017

2016

2021

2018

Opening of J-Win Opening of J-Win
office in Kansai office in Kyushu area
area
Launch of Uchinagajuku Technology
Program (U-STEAM)

Total number ofcorporate members

2022 Corporate
Membership

5,108 95

(members who participated in 3 layers of Women’s Network, Men’s Network,
CEO Meeting, and Execution Leader’s Meeting activities from 2007 to 2022)

2020
Launch of skill
enhancement program
Launch of mentoring
program by female
ambassadors to Japan

2022
Start of new system

Developing Female Leaders● Next Stage Network

J-Win runs three layers of Women’s Network
under the slogan “Women to the TOP!”

Gaining organization-running experience,acquiring deeper knowledge, and preparing tobecome a more effective business professional

By leveraging the three full-line-up of networks, J-Win aims to strengthen the potentials of “Women to the TOP!”,
thus contributing to developing more women to the corporate boardrooms.
● High Potential Network“Switch-On” for career advanceApproximately 250 female members who demonstratehigh-potential to become senior managers are selected bymember companies to participate in one-year leadershipand career development programs. The goal of this network is to raise the awareness of members to aim toward“Women to the TOP!” During the one-year program,members gain valuable expertise through the programs.
Members actively participate in organizing these eventsand programs, which are leveraged as unique and practicalleadership development training opportunities.
ProgramContent

Women to the TOP!

3 layers of Women’s Network (579)

Executive officers
67
Give back

Next Stage
Network

Programend

Aiming to reach the Top
Have a career vision
Desire to succeed overseas

69%
59%
50%

Ability to ascertain the nature of problems
and then make proposals and solve them
Ability to manage projects

38%

84%
91%
88%
73%
69%

Switch-On!

Network

Managers and Non-Managers
234
D&I progress analysis(Numbers of participants are valid as of July 2022)

The Annual Conference is held in March every year, attended by top executives anddiversity department managers from member companies together with Women’s Network
members, their superiors at work, and other individuals. Along with members of the Advisory
Board, invitees include figures in government, academics, foreign diplomats, and others who
have supported J-Win over the previous year.
At the Conference, there are special presentations, a progress report of the previous
year of J-Win activities is given, a graduation ceremony is held for High Potential Network
participants, and the J-Win Diversity Awards ceremony takes place.

J-Win Advisory Board Members

ProgramContent

Monthly meetings, Work group activities “kenkyu-kai”,
Offsite meetings, Global Network

ProgramContent

Operating
Structure Committee of member representatives

Monthly meetings, Work group activities “kenkyu-kai”,“Benkyo-kai”, Off-site camps, Annual meetings, Skill
enhancement training, Mentoring program

Operating
Structure Committee of member representatives

The Uchinaga-juku andUchinaga-juku Technology

The Uchinaga-juku is aimed at female department heads, and it is designed to help
them reach their goals of rising to executive level. The program aims to develop inthem the grit they need to be executives, and to cultivate their resourcefulness andawareness, and help them change their actions in an innovative way. Of the 149
alumni since its launch in 2013, 17 have risen to the position of corporate executive.
The Uchinaga-juku Technology Program (U-STEAM) began in 2018, and is aimed at
female department and section heads in technical fields. The objective is to produce
good candidates for technological leadership, and to build a continuous network.

(As of July 2022, in alphabetical order by company/organization name)2021 mentoring program by female ambassadors to Japan

D&I Promotion in Society

Contributing to greater D&I in Japan through expanding●Global Expansion
global networks
J-Win works with organizations andgovernment institutions in Japan and abroadto promote diversity management and toinclude more women in leadership positions.
We are also working to expand the extent of
D&I initiatives through seminars, lectures,and public relations campaigns.

(Responses taken from questionnaire conducted with 2021 High Potential participants.)

AnnualConference

Executive members continue to educate themselves
to be more capable business leaders and enjoy the values
and enrichment gained through this professional network. They also provide guidance to the next generationof female business leaders as role models. In addition, theprogram works to increase collaboration with networks
in Japan and around the world, and to communicate andwork with the community in a sustainable way to promote
D&I and contribute to society as a whole.

The activities of our Next Stage Network are aimed
at helping women to gear up as business professionals as
they strive to attain higher level business positions. Morespecifically, these activities are intended to help women
deepen their knowledge and otherwise prepare themselves
to be successful executives, and the activities include theBusiness ABCs Seminar, which was added in 2020, andthe Executive Network One-on-One Mentoring Program,which was added in 2021.

Gear up! &Give backHigh Potential

Change in the mindsets of participants

Aiming for heights as executive leaders

Next Stage Reinforcement Programs

Senior Managers and Managers
278

Operating
Structure Committee of member representatives

Programstart&

Network

Monthly meetings, Work group activities “bunka-kai”,
Off-site camps, Overseas Study Tours

27%

Executive Challenge!
Give back

Give back● Executive Network

GEO①

NHO③

EPWN②

ABLAC⑲
EESC⑬
Delegation of theEuropean Union
to Japan⑭

KWIN

The Fish Family Foundation
SWE⑧

APEC WES⑥
APFC⑨

WIL⑮

① GEO : Government Equalities Office ② EPWN : European Professional Women’s Network ③ NHO : The
Confederation of Norwegian Enterprise ④ WIGB : Women In Global Business ⑤ EOWA : Equal Opportunity for
Women in the Workplace Agency ⑥ APEC WES : APEC Women and the Economy Summit ⑦ WITI : Women in
Technology International ⑧ SWE : The Society of Women Engineers ⑨ APFC : The Asia Pacific Foundation of
Canada ⑩ WIIT : The Association of Women In International Trad ⑪ NAWEM : National Association of Women
Entrepreneurs of Malaysia ⑫ JCIE : Japan Center for International Exchange ⑬ EESC : European Economics
and Social Committee ⑭ Delegation of the European Union to Japan ⑮ WIL : European NW For WomenIn Leadership ⑯ Global Women’s Innovation NW ⑰ JAA : Japanese American Association of New York⑱ CanWIN : Canadian Women's International Network ⑲ ABLAC : Asia Business Leaders Advisory Council

CanWin⑱

JCIE⑫

The World Economic ForumNAWEM⑪

Catalyst

Queensland Gov.

WIGB④
EOWA⑤

JAA⑰

WITI⑦

US Department of StateNew South Wales Gov.

Globe Women
Research and
Education Institute

Global Women’s
Innovation NW⑯

United States
Japan Foundation

WIIT⑩

Akio Yoshida

Masatoshi Koide

Keiko Okada

Kyoko Yamamoto

Shinichi Hara

Atsuko Ochiai

AEON CO., LTD.

Aflac Life Insurance Japan Ltd.

Gender Equality Bureau, Cabinet Office

NTT Corporation

Sompo Holdings, Inc.

Director, President and Representative Executive
OfficerPresident and Representative Director

Director-General

Senior Vice President, Head of General Affairs

Group CHRO, Senior Executive Vice President
and Executive Officer

The Dai-ichi Life Insurance Company,
Limited<Observer>

Executive Officer<Observer><Observer>

Masahiro Iwatsuki

Makoto Takahashi

Teruyuki Sasaki

Nobuhiro Kaminoyama

Takatsugu Ryuzaki

Makoto Murayama

KDDI CORPORATION

Mitsubishi UFJ Financial Group, Inc.

Mizuho Financial Group, Inc.

Ministry of Economy, Trade and Industry

President, Representative Director

Group CHRO

Member of the Board of Directors, Senior Executive
Officer / Head of Human Resources Group

Deputy Director-General, Economic and Industrial
Policy Bureau

Ministry of Health, Labour and Welfare Employment
Environment and Equal Employment Bureau

Policy Bureau, Ministry of Land,
Infrastructure, Transport and Tourism

Director General

Vice-Director-GeneralD&I Promotion in Companies● D&I Promotion Managers Meetings

J-Win is supporting the promotion of diversity
management as a management strategy

Diversity promotion manager/PIC network

ProgramContent

3 layer system for D&I promotion (431)
CEO Meeting
Execution Leader’s Meeting

Accelerating D&I
promotion as amanagement
strategy

Top management, executive officers and higher

36
Collaboration

Men’s Network

D&I promotion
Change Agents

Male managers(mainly senior and other managers)

89

Semi-regular monthly meetings

D&I Promotion
Managers Meetings
Diversity promotion managers/PICs

Promotion
manager/PIC
network306
D&I progress analysis(Numbers of participants are valid as of July 2022)● Men’s Network

Acting as Change Agents for D&I promotion
The Men’s Network was launched in 2017 targeting
male managers at member companies. Through groupwork, dialogues, and round table discussions, they are
given a better understanding of the essential value of
D&I promotion, and have the opportunity to think about
and implement actions and measures that they as men
should undertake to better promote the advancement of
women in the workplace.
ProgramContent

Monthly meetings, Work group activities “bunka-kai”

What is an old boys’
network?
An informal set of conventions,rules, and ways of doing work
cultivated at a successful organization or company. These
sets of unwritten cultural rules
and atmospheres essentially
underpin such organizations.

Sharedsuccessexperiences
Peerpressure

oldboys’
network
Unwritten
rules
Assumptions
Bias

ProgramContent

Monthly meetings, best practice study group activities,
issue study group activities, and corporate officer meetings

Best practicestudy group

Member companies share examples of promoting thetaking of childcare leave by men, training female senior
managers, etc. in order to obtain hints on measures totake at their own companies.

Issue study
group

Member companies consider and propose solutions forcommon issues that are difficult to tackle.

Corporate
officer meetings

This is our corporate officer network of chief executives
in charge of promoting diversity at each company. This
network was started in fiscal 2022 in order to further
accelerate D&I promotion at member companies.

J-Win has worked for many years to survey, analyze,
and support the promotion of D&I in workplaces. Basedon that experience, J-Win has quantified the progress madeby each company in promoting diversity, and developed adiagnostic tool through which companies can gain a better
understanding of their own position and the level of progress
they have made in promoting D&I in the workplace.

Behavioral
stylesBasic Category● Basic Achievement Grand Prize

IBM Japan, Ltd.

Hitachi High-Technologies
Corporation● Second Prize● Basic Achievement Second Prize

BELLSYSTEM24, Inc.

Sumitomo Mitsui Trust Bank,
Limited● CEO Award● Leader Award

Akio Yamaguchi

Emiko Sasaki

IBM Japan, Ltd.
Representative Director,
President

EY Japan Consulting
Partner

J-Win has specified eight action categories in order tosolve three key problems that hinder women’s advancement,
and we are quantifying the actions for each category (97questions, perfect score of 765 points). We have also added
the actual ratio of women in each employment position,etc. (11 questions, perfect score of 335 points) to this tovisualize the situation based on a total of 1,100 points.

Three barriers
for women’s
advancement
Beingon the same
wavelength
Reading
between thelines

Advanced Category● Second Prize● Quantifying and Visualizing Diversity Progress

Lack of rolemodelsDifficulty ofwork/life
balance

The old boys’
network

Quantification

Visualization1 	Top management

Problem Resolution
Top management understands
the value of D&I

CEO Meetings position diversity and inclusion (called
D&I below) as a management strategy, and the meeting
structure is handled by the top management. Under thissystem, CEOs react to the realities of promoting women’s
advancement, identify the fundamental issues, executeaction plans based on discussions, and employ strong
leadership to ensure that D&I promotion leads to concrete
results.
Execution Leader’s Meetings consist of officers incharge of D&I promotion, and they play roles that
include following up on the progress of CEO Meetingsand providing support to help execute action plans.

D&I as a
management strategy(Company names and individual positions

List of Award Winners for 2022 valid as of award time)

Company Prize● CEO Meeting / Execution Leader’s Meeting

The J-Win Diversity Award annually honors innovative organizations, which prove measurable results and exceptional leadershipin addressing the advancement of women in the workplace. J-Win
presents models for promoting D&I in organizations, including cultural change by recognizing and sharing successful practices withcelebration. Currently, the J-Win Diversity Award is supported by anumber of related ministries and agencies, including the Cabinet
Office, the Ministry of Health, Labour and Welfare, the Ministry of
Economy, Trade and Industry, and the Ministry of Land, Infrastructure,
Transport and Tourism.

These meetings—which include the activation ofmonthly meetings and study groups to increase the valueof our network while also enhancing our proposal functions based on the 3 layer system for D&I promotion—are
held in order to find ways to help accelerate D&I promotion within member companies.
These meetings are held in order to find ways ofhelping accelerate D&I promotion within member companies. Through each program, the meetings serve as aforum for individuals from companies in the same positions but different industries to engage in closer interaction, deepen their understanding of D&I promotion, andexpand their networks.

Personal Prize

J-Win is helping to develop female leaders and promote D&I in companies. In addition to D&I Promotion Managers Meetings,
which were started in 2009, we launched the Men’s Network—for which male managers act as Change Agents—in 2017 as
well as CEO Meetings / Execution Leader’s Meetings, which are handled by the top management, in 2021.

Accelerating D&I promotion as a management
strategy

The J-Win Diversity AwardManagement
Women

3 Accountability of managers
4 Developing female leaders
5 Reforming awareness among women
6 Innovating working styleCompany
Structure

Questionsculture, promoting
increasedawareness
61%
among men

Perfectscore

Visualization of 67%
business process
and evaluation
processes
67%

1 Top management commitment
2 Promotional framework for D&I

7 	Visualization of business process andevaluation processes
8 	Reforming corporate culture, promoting

increased awareness among men

commitment

8 	Reforming corporate

97

765

55%

7

2 	Promotional

67%
54%

54%

3

Accountability ofmanagers

64%
4 	Developing female

6 	Innovating

working styleframework for D&I

5 	Reforming

leaders

awareness among
women

2021 J-Win Diversity Award averages

J-Win Member Companies 95 (As of July 2022)● Sponsor Members (10 companies)● Partner Members (3 companies)

AEON CO., LTD.

Mizuho Financial Group, Inc.

EAST JAPAN RAILWAY COMPANY

Aflac Life Insurance Japan Ltd.

NTT Group

TDK Corporation

ANA HOLDINGS INC.

Sompo Holdings, Inc.

Tokyo Electron Ltd.

KDDI CORPORATION

Sumitomo Mitsui Financial Group, Inc.

Mitsubishi UFJ Financial GroupThe Dai-ichi Life Insurance Company, Limited● Regular Members (82 companies)
AGC Inc.

JAPAN POST BANK Co., Ltd.

Recruit Co., Ltd.

Aioi Nissay Dowa Insurance Co., Ltd.

Japan Tobacco Inc.

Resona Bank, Limited

ALPS ALPINE CO., LTD.

JCB Co., Ltd.

Ricoh Company, Ltd.

ARAKAWA CHEMICAL INDUSTRIES, LTD.

JFE Holdings, Inc.

SAPPORO HOLDINGS LTD.

ASKUL Corporation

JR KYUSHU RAILWAY COMPANY

SECOM CO., LTD.

Astellas Pharma Inc.

JSR Corporation

SEIBU HOLDINGS INC.

Azbil Corporation

JTB Corp.

SEIKAGAKU CORPORATIONBELLSYSTEM24, Inc.

KAMEDA SEIKA CO., LTD.

SG Holdings Co., Ltd.

Bridgestone Corporation

Kao Corporation

Showa Denko Materials Co., Ltd.

Central Nippon Expressway Company Limited

Kewpie Corporation

SINTOKOGIO, LTD.

DAC Group Corp.

KINKI NIPPON TOURIST Corporate Business CO.,LTD.

SUMITOMO CHEMICAL COMPANY, LIMITED

Dai Nippon Printing Co., Ltd.

Kirin Holdings Company, Limited

Sumitomo Heavy Industries, Ltd.

Deloitte Touche Tohmatsu LLC

KONICA MINOLTA, INC.

Sumitomo Mitsui Trust Bank, Limited

DIC Corporation

KPMG Japan

Suntory Holdings Limited

Eisai Co., Ltd.

KYUSHU ELECTRIC POWER CO,INC.

Taiyo Kogyo Corporation

EY JapanLawson, Inc.

Teijin Group

Forest Holdings, Inc.

Mitsubishi Heavy Industries, Ltd.

The Chiba Bank, Ltd.

Fujita Corporation

Mitsubishi Materials Corporation

The Nippon Foundation

Fukuoka Financial Group, Inc.

MITSUI KNOWLEDGE INDUSTRY CO., LTD.

The Nishi-Nippon City Bank, Ltd.

Furukawa Electric Co., Ltd.

NEC Corporation

The Shoko Chukin Bank, Ltd.

Gakken Holdings

Net One Systems Co., Ltd.

TOKYO GAS CO., LTD.

Hitachi High-Tech Corporation

NICHIREI FOODS INC.

Tokyu Corporation

Honda Motor Co., Ltd.

Nippon Life Insurance Company

Toray Industries, Inc.

HOYA Corporation

Nippon Paint Group

UCHIDA YOKO CO., LTD.

IBM Japan, Ltd.

NTT DATA FRONTIER Corporation

YAMATO HOLDINGS CO., LTD.

IHI Corporation

Osaka Gas Co., Ltd.

Zeon Corporation

IR Robotics Co., Ltd.

PFU Limited

Japan Airlines Co., Ltd.

PIGEON CORPORATION

J-Win Non-Profit Organization
5th Floor Kudan Crest Bldg. 1-5-10 Kudankita, Chiyoda-ku, Tokyo 102-0073 JAPAN+81-3-6380-8420
E-mail info1@j-win.jp
TEL+81-3-6380-8427 URL https://www.j-win5.jp
Facebook https://facebook.com/JWinNPOOrg

FAX

2022.08