Diversity & Inclusion

Policies and Concepts

Diversity and Inclusion (D&I) is an important management strategy for the NTT Group, which aims to become "NTT as a Creator of New Value and Accelerator of a Global Sustainable Society". In May 2023, we announced our medium-term management strategy, which positions D&I as the foundation of the corporate culture necessary for the creation of new value. In recent years, customer needs have diversified, social issues have become more complex, and the pace of technological evolution has increased. This means each employee must enhance their expertise and challenge themselves to create and innovate while combining knowledge and values from different fields and cultures.
By allowing diverse members to openly share their opinions in the decision-making process, we can overcome the risks that homogeneous organizations run into.

Organization for Implementation

The NTT Group has positioned diversity and inclusion as an important management strategy. The company president himself communicates inside and outside the company the importance of accepting a diverse range of values, and promotes D&I across the Group.

In 2007, the Diversity Management Office was established within NTT, Inc. to bolster efforts to create an environment that enables participation by diverse human resources, and by April 2008, diversity promotion supervisors had been placed in Group companies.

We regularly hold diversity promotion meetings with promotion supervisors from each Group company in attendance, to engage in discussions relating to challenges and measures, and to share practices relating to topics such as empowering women in the workforce, empowering persons with disabilities in the workforce, supporting a positive work-life balance, and LGBTQ.

In addition to challenges and initiatives, we also report and discuss the percentage of female managers and other related indicators (KPIs) in meetings such as CHRO meetings attended by CHROs from each company and Group Sustainability Committee meetings attended by company directors, under our governance structure relating to human capital, to help foster an awareness of challenges and advance measures.

Targets and Performance

Sustainability Indicators

^{(16-1)、(16-2)、(17-1)、(17-2)、(17-4)、(18-2)}Boundary：NTT, NTT DOCOMO (including NTT DOCOMO BUSINESS), NTT DATA Group (including NTT DATA and NTT DATA Inc.), NTT East, NTT West

^(17-3)Boundary：NTT, NTT DOCOMO (including NTT DOCOMO BUSINESS), NTT DATA Group (not including NTT DATA and NTT DATA Inc.), NTT East, NTT West

^(16-3)Boundary：Domestic NTT consolidated subsidiaries with 40 or more full-time employees

Main Initiatives

Empowerment of Women in the Workforce

In the NTT Group, we have established numerical targetsfor female board members, female managers, and newlyappointedfemale managers to ensure that a diverse rangeof opinions is represented in decision-making processes. In June 2026, the percentage of female directors was 27.7% (+1.0 points year-on-year). With regard to fiscal 2025 results, the percentage of new female managers was 28%, and the percentage of female managers was 14.7% (+1.6 points year-on-year).

We aim for the continuous promotion of female employees into key managerial roles. At NTT University, we have maintained a female ratio of over 30% among the targeted participants. We carry out various training programs targeted at female employees across all layers of the organization, as well as for those returning from maternity leave and their superiors.

Also, in addition to off-the-job training, we provide on-the-job training, including putting employees in tough assignments, with the intention of training female employees with the skills, mindsets and experiences necessary for promotions.

Initiatives aimed at eliminating the gender pay gap

We determine grades for all employees based not on attributes such as age or gender, but on their roles, missions, and work styles, and we have adopted a compensation system that rewards employees based on their results and contributions. By doing so, we strive to ensure fair treatment regardless of gender and aim to eliminate the gender pay gap.

Under this policy, we conduct a monitoring survey once per year of regular and non-regular employees to determine disparities in pay between men and women, or in compensation amounts (including both salary and bonuses), to continuously monitor and verify actual conditions.Although we have adopted the same compensation system for both men and women, there are still differences in the total compensation paid to men and women due to factors such as the grade structure. Therefore, we continue to promote various measures aimed at empowering women in the workforce and helping them form careers.

Initiatives for International Women's Day

On the occasion of International Women's Day on March 8, President & CEO Akira Shimada delivered a message, and we held a seminar. The message served as a means of introducing initiatives to promote the empowerment of women in the workforce across the NTT Group, such as dialogue sessions with female directors. During the seminar, experts delivered talks to promote understanding of topics such as menopausal disorders in men and women, menstruation, PMS, and infertility treatment.

Signing statement of support for the Women's Empowerment Principles and joining the 30% Club

The NTT Group endorses the goals of the Women's Empowerment Principles (WEPs), which establish action principles for actively supporting the advancement of women in the workplace starting fiscal 2022, and has signed a statement in which it pledges to act in accordance with these principles. In addition, in an effort to achieve sustainable growth for the company, the Group joined the 30% Club, which aims to increase the percentage of female directors.

Ratio of Women at Five Major Domestic Companies

To promote the empowerment of women in the workforce, the NTT Group has set goals of achieving a percentage of female directors of 25% to 30%, a percentage of female managers of 15%, and a percentage of newly appointed female managers of 30% by fiscal 2025. We have also set new goals of achieving a percentage of female directors of 30% and a percentage of female managers of 20% by fiscal 2030, and we continue to aim for a female ratio of newly appointed managers of at least 30% each year.

The scope of aggregation for each of the Women-Related indicators consists of the five primary domestic companies(NTT, NTT DOCOMO,^* NTT DATA Group,^*NTT East and NTT West).

^*Figures for NTT DOCOMO include NTT DOCOMO BUSINESS. In addition, while figures for NTT DATA Group include NTT DATA and NTT DATA, Inc., the rate of female executives does not include NTT DATA and NTT DATA,Inc.

Hiring to Secure Diverse Human Resources

The NTT Group conducts a variety of hiring activities. New graduates make up about 60% of hires, and experienced individuals are about 40% of hires. For both new graduates and experienced hires, we assess employee expertise and skills to assign appropriate grades.

Alumni Initiatives

The NTT Group operates an alumni community for human resources who have left the Group. We implement workshops and other activities in order for participants to find others with whom they can create value for society through a new kind of relationship that is not bound by employment, to build a community of colleagues who will create new value together.

Mid-career Employment / Retiree Employment

Active Promotion of Outside Personnel

The NTT Group hires outside personnel (mid-career hires) in order to incorporate diverse opinions in business operations, with the ratio at the six major domestic Group companies at 30% in fiscal 2023.
In fiscal 2023, the six major NTT Group companies achieved the target with a percentage of 40%.

While these targets have already been met, continued monitoring in the future will be carried out in order to maintain these standards.

Continuous Employment of Employees at Retirement Age

In 1999, the NTT Group introduced a continuous employment program for employees who have reached the retirement age of 60 in response to employee needs and public expectations regarding elderly employment.Furthermore, from the standpoint of making maximum use of limited human resources in managing the NTT Group's businesses in the future, we introduced a new program in October 2013 that will enable applicants to continue working in a way that fits their lifestyles up to the age of 65 and demonstrate their abilities by putting their experience to work.

Systems to Prevent the Interruption of Employee Careers Due to Life Events

A significant number of employees who left the Company for reasons such as childcare, care for parents or the relocation of their spouse aspire to resume work at the NTT Group in the future.To respond to their requests and to effectively use the experience and skills they had acquired during their previous period of employment, NTT has established a rehiring program.

The program applies to employees who worked more than three years and were forced to leave due to their need to care for children under the age of the third grade of elementary school or elderly family members, or due to their inability to continue commuting because of the change of address necessitated by the relocation or career change of their partner, or by marriage.A request for reinstatement is followed by interviews and a health checkup, and the Company decides whether or not to reemploy them.

Initiatives for LGBTQ

Outside Interaction and External Certifications

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Enhanced Systems and Welfare

To realize an organization and a society in which everyone can be themselves and work freely regardless of sexual orientation or gender identity, in 2016, we began adopting programs related to important life events, such as marriage leaves, bereavement leaves, congratulatory/condolence money, and the sending of congratulatory/condolence telegrams, for same sex partnerships. In 2018, we extended all allowances, benefit programs, and other programs involving spouses and families to samesex partners as well.

Initiatives for Encouraging Understanding

Advancing the interests of persons with disabilities

Expanding Employment Opportunities for People with Disabilities

The NTT Group provides more employment opportunities for people who have disabilities.

The employment rate of persons with disabilities as of June 1, 2026 for the Group as a whole was 2.71% (up 0.09 points compared to the previous year), exceeding the mandatory proportion of 2.5%.

Concerning activities by employees with disabilities, we are deploying efforts that put them at the center, such as holding social gatherings for employees with disabilities and training sessions whose speakers are employees with disabilities.

NTT Group's special-purpose subsidiaries (4 companies)

• NTT Claruty (Japanese only)
• NTT West Lucent (Japanese only)
• NTT DATA DAICHI (Japanese only)
• Docomo PlusHearty (Japanese only)

Capital and business tie-up with OryLab Inc. and use of OriHime remote-controlled robot

The NTT Group promotes initiatives utilizing OriHime remote-controlled robots developed by OryLab Inc. to expand opportunities for persons with disabilities.

In July 2020, we began providing reception desk duties using OriHime, which performs tasks such as providing information to visitors, guiding people to meeting rooms, and answering inquiries. We continue to expand its use in areas such as providing information at showrooms and events.

In October 2020, we entered into a capital and business tie-up with OryLab Inc. By combining NTT Group's R&D capabilities and ICT platform with the advanced technical and product development capabilities of OryLab Inc., we are promoting the creation of environments where people whose employment opportunities are limited due to physical limitations or difficulty leaving home are able to demonstrate their abilities to the fullest.

Going forward, we will leverage the strengths of both companies through collaboration to help realize a society where diverse human resources can excel, and we will work toward further expanding employment opportunities.

Global Commitment

In December 2019 we joined The Valuable 500, an international initiative to promote the participation of people with disabilities in business. In December 2020, applicable regions were expanded to a global scale.

Supporting balancing childcare or nursing care and work

We continue to enhance our childcare and nursing care support programs as part of the NTT Benefit Package, in order to respond to changes in the needs of our employees relating to healthcare, childcare, and nursing care.

To support childcare, we have opened company-sponsored nurseries and day nurseries, as well as breast-feeding and lactation facilities within offices, so that employees can return to work when they want to, with peace of mind. In response to feedback from employees, we established infertility treatment support leave in 2024 and are attempting to enhance the system.

We also promote flexible work styles that are not bound by time or location to support employees who are balancing childcare or nursing care and work. Our remote work system and Super Flextime system allow employees to work split shifts, reducing the burden of commuting and ensuring sufficient time for childcare or nursing care, while supporting work styles suited to the individual's current stage of life.

Since July 2024, we have allowed employees to start work at 5 a.m. regardless of the reason, and we continue to provide employees with more work style options to suit their unique situations. We use our internal Navigation Site to provide information such as details on the systems we provide and how to use them, and share real-life stories of employees who are balancing childcare or nursing care and work, so that employees can understand and make use of whichever systems best suit their individual situations. We also maintain and revise interview sheets, manuals, and the Communication Handbook, and distribute videos introducing each system. Through these initiatives, we are creating environments where employees can easily access the information and support they need, workplace environments that make it easier for employees to balance work and childcare or nursing care, and an organizational culture of mutual support.

Initiatives for Balancing Work with Nursing Care

As the population continues to age, balancing work and nursing care will become a challenge for many employees. The NTT Group has established nursing-care leave and leave-of-absence systems, as well as a reduced working hours system, so that employees can continue to work with peace of mind even when faced with nursing care responsibilities. We also support flexible work styles to suit employees' individual circumstances. For example, employees can make use of remote work or the Super Flextime system to provide remote nursing care. In addition, we provide comprehensive support for balancing work and nursing care, such as operating a nursing care consultation service and nursing care community, and providing information through handbooks and videos.

Manual on balancing work and nursing care

Promoting taking paternity leave

NTT has set a goal of 100% for the rate of paternity leave taken and, in addition to establishing systems, continues efforts to transform workplace culture and raise awareness. The rate taken for fiscal 2025 remained high at 125.5%. In addition to developing guidelines for balancing childcare and work and confirming employees' plans through interviews with their superiors, we also distribute videos introducing systems and maintain the Paternity Leave Manual, with the aim of alleviating concerns over taking parental leave. We continue to promote various initiatives across the Group to encourage employees to take parental leave, such as holding classes for fathers and seminars on balancing childcare and work, and sharing real-life stories of employees who have taken leave.

Paternity Leave Manual