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Female Talent Development

Ratio of female managers

Enabling women, particularly in management positions, is essential to providing diverse value to customers. To increase female representation at all management levels, Nissan provides trainings to ensure that top candidates will be ready to take on greater responsibility. Support is provided for womenís career development in every region where we operate. We have developed talent development trainings and networking events targeting women, besides mentoring programs and roundtable sessions. There are also support activities focusing on young female engineers and female operators on the production floors.

As a result, the ratio of female managers at Nissan has grown: In Japan, it rose from 1.6% in 2004 to 10.1% in 2020. Globally, it increased from 6.7% in 2008 to 13.9% in 2020.

Interviews with Career Advisers /Career Development Conferences (Japan)


Interviews with career advisers

We now have in-house career advisers for female employees. Subjects that can be discussed with the advisers are not limited to current assignments or future career plans but also include concerns about work-life balance. Advisers take into account all aspects of life and work and provide career development support suited to each individual.

We also hold career development conferences where the superiors of female talent meet with HR and career advisers to discuss the career of each female employee, build a development plan for each of them, and provide them with ad-hoc support.

Trainings to support female talent development

We also provide young female managerial candidates with trainings by job level, as well as mentoring programs and roundtable sessions. These are intended to nurture their career aspirations and personal growth through trainings on management and leadership. We also provide future executive candidates with external trainings, executive workshops and other global development programs.

Additionally, we pay attention to women who are already in management positions and provide them with mentoring to support their further career development into higher leadership positions.

Mentoring Program for Women (Japan)

The mentoring program for women supports the individual growth and career development of female talent. Mentors are selected from internal employees with abundant knowledge and experience, and they support their mentees in finding solutions to issues that affect their career paths.

Efforts at vehicle development sites (Japan)

At the vehicle development stage, for example with models like the Nissan Serena minivan, released in Japan in 2016, efforts are made to reflect womenís requirements. For example, designers and engineers adopted recommendations for a capless fuel tank, allowing drivers to refuel the vehicle without dirtying their hands, and dual back doors that require minimal force to open and that allow cargo to be loaded even in confined spaces.

Efforts at vehicle production sites (Japan)

Nissan is employing more women on the production floor. In aging societies with declining birthrates, the average age of line operators is set to rise. This means that the production floor will no longer be dominated by young men, as more women and older operators join the line. Production lines should be redesigned for simpler and less physically demanding operations. Input from women will help us establish such worker-friendly production lines. In October 2017 the Nissan Groupís first female plant manager took up her role at the Oppama Plant in Yokosuka, Kanagawa Prefecture, and other female plant managers have been appointed since then.

Female empowerment at dealers (Japan)

Womenís perspectives are also helping us improve customer service at dealerships. We are appointing more women to attend to customers who are shopping for cars, or as technical advisors who inspect and repair cars. They are able to give easier explanations of cars or make proposals for effective ways to use cars in ways that accommodate individual customersí lifestyles. In study sessions for female sales staff, participants exchange ideas actively to improve customer service quality, and this is highly rated among male observer participants as well. Nissan also recently launched a project through which ideas from female staff are reflected in the interior design of dealerships and in new sales promotion events, aimed at making our dealerships look more inviting.

Recruiting future female engineers (Japan)

Internal efforts arenít enough by themselves to increase the number of women in our R&D workforce. The key is to recruit girls and young women nationwide who will be future engineers. We have started visiting junior high schools and high schools and offering female students classes to share with them how exciting engineering can be. As a member of the Japan Automobile Manufacturers Association, we cooperate with other member companies to motivate girls to major in science.

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