Diversity, Equity & Inclusion

We are committed to achieving gender equity throughout Hitachi by working to remove obstacles, provide equal chances and create structures that make it possible for colleagues of any gender to thrive. We believe that allies to any gender play a critical role in advancing diversity, equity and inclusion for everyone in the workplace. We encourage positive role models who stand for equity of all genders and challenge stereotypes.

We want everyone in Hitachi to have equal opportunity of success regardless of their nationality, ethnicity, or cultural background. We aim to attract and develop diverse talents, with our leadership reflecting the diverse nationalities and ethnic backgrounds of our markets.

At Hitachi, we believe that the power generated by the close collaboration between generations leads to a positive and inclusive future. We are committed to providing equitable opportunities tailored to the strengths and values of each employee, transcending age, title, or position. We are committed to creating opportunities for the new generations while amplifying the power of all generations for sustainable and long-term business growth.

We recognise, respect and support LGBTQIA+ colleagues in all their diversity and uniqueness. Our Group aims to build awareness for the community and encourage understanding for LGBTQIA+ individuals. We promote allyship, because we believe that allies play a decisive role in creating an open and safe environment where all of our colleagues are comfortable bringing their whole authentic selves to work.

Hitachi thinks that strengthening the accessibility of our workplaces and tools is the first step towards disability and neurodiversity inclusion. Our commitment to individuals with disabilities and neurodivergence involves raising awareness and enhancing support for our colleagues while promoting continuous improvement of our workplaces, policies, HR systems, tools, and processes.

Under our newly formed DEI framework, BeYou, we have launched 4 employee networks to make sure our workforce has a voice and to support those in underrepresented groups. Our mission is to start the conversations that aren’t being had to increase the awareness and highlight actions that each of us can take to unlock the full potential of our employees. Our DEI strategy is being mapped out with the support of the National Centre for Diversity who will help guide us on our journey, keeping employees at the heart.

So far in 2024: 

• 4 ERGs have been set up: Women’s Network, Pride ERG, Disability & Impairment ERG, Ethnic Diversity & Multi Faith ERG

• A partnership with the National Centre for Diversity has been created

• Partnership created in Hitachi Group and with external industry networks

• Pilot of the ERG leaders training launched

ERGs provide an environment where people feel safe and free to open up and express themselves. This also has a positive outcome to the outside in terms of attracting talent. DEI is not only about HR, but also about business, because it brings innovation and growth.

ISO 30415 Certification: This is an internationally recognised Standard, which focuses on HR Management and the importance of diversity and inclusion in the workplace   Obtaining this certification is not only an achievement of Italy, but of the entire company globally, because it reflects the level of DEI maturity reached by Hitachi Rail.

SHE ERG: SHE ERG (Sisters, raise our Head for Empowerment!) is the first Italian employee network.

This network aims to:

• Discuss topics of common interest to highlight the problems women encounter every day in the workplace and in the society and to share the difficulties we have in common;

• Bring concrete proposals to mark a change of pace in the gender gap within our company

3 global themes have been identified to develop in Japan:

• Gender balance: more women across the business, especially within leadership roles

• Cultural diversity: a team which reflects the global nature of our company

• Multi-generation: colleagues are recognized based on competence, not on age

Initiatives launched:

• Sakura Project Mentoring program for targeted employees, focused on female employees from DEI perspective.