Diversity and Inclusion


Diversity is the wellspring of our innovation and our growth engine. Hitachi regards personal differences — gender, nationality, work history, age, sexual orientation, and philosophy — as facets of people's individuality. By respecting our employees' individualities and positioning them as an advantage, Hitachi frames its diversity and inclusion as conducive to both the individual's and the company's sustainable growth. With strong teamwork and broad experience in the global market, we will meet our customers' needs.


Diversity in Hitachi Europe

Diversity in Hitachi in Europe means that we appreciate and value differences. It also means seeking to achieve a mix of people that reflects society today. We seek to promote diversity at all levels of the company and will focus on gender diversity as our first goal in the area. However, we seek to ensure that nobody is discriminated against and all are provided equal opportunities notwithstanding their:

•       Age
•       Race
•       Disability
•       Gender reassignment
•       Marriage and Civil Partnership
•       Sexual orientation (LGBTQ)
•       Pregnancy or maternity
•       Religious or belief (including lack of belief)


Inclusion in Hitachi Europe

Inclusion at Hitachi in Europe means that our whole workforce is engaged and enabled to work in a way that is beneficial to both the business and individual employees. A workplace environment is created so that all people are involved, feel a sense of belonging and are respected, regardless of their diversity characteristics. Leaders encourage this environment so that all employees are able to contribute and collaborate to the best of their ability.

The Business Case

Hitachi’s case for workplace diversity infographic demonstrates why diversity is fundamental to maintaining a successful business. It outlines the key benefits of having a diverse and inclusive workforce: increased creativity, better outcomes, workplace happiness, being ahead of the game, wider talent pools, and support from stakeholders.

Why D&I are important for business 

Karen Boswell OBE, Managing Director, Hitachi Rail Europe, is a keen advocate for the need for diverse workforces, particularly in the rail industry. In this video, she focusses on the moral aspect of diversity, walking the talk, and the impact it has on business performance.


Lynn Collier, COO UK & Ireland, Hitachi Vantara who has championed D&I across Hitachi in Europe for several years, explains why it is key to accelerating strategy and Hitachi’s Social Innovation Business.


Cultural Diversity

Hitachi acknowledges the importance of cultural diversity and the value and skills brought to the organisation by employees of different nationalities and ethnicities.

Makoto Yamazawa, President, Hitachi Construction Machinery Europe has been based in a variety of locations throughout his career with Hitachi. In this video, he explains how working with people of different nationalities and ethnicities has been beneficial for him and how cultural diversity has influenced his leadership style. 

Christian Umelue, Assembly Worker, Hitachi Construction Machinery Europe talks about his experience working in a culturally diverse environment, the benefits of cultural diversity and how it enriches the workforce.  


Gender Diversity

Annemarie Lang, Senior Manager, Hitachi Consulting talks about flexible working opportunities available for both men and women within the organisation and how this supports work-life balance.  She also discusses the initiatives Hitachi has put in place to support gender diversity internally and externally, including the Women’s Interactive Network (WIN) and Hitachi Consulting’s involvement with The Girls Network

Our Direction

Hitachi in Europe has defined what we seek to achieve in the area of Diversity and Inclusion in the medium and long term. The intent, vision and aim steer our activities in this area.




The increasingly diverse and complex global environment in which Hitachi operates requires inclusive leadership. Our leaders respect peoples’ differences, effectively using people’s talents and skills, enable work-life balance and ensure equal opportunities for all.

AIM (2018)

Using company relevant reporting, demonstrate an increase in workforce diversity, including an increase in the number of women holding senior positions in Group companies.  Showcase the business impact delivered as a result.

Show continuous improvement in all business areas in attracting the best talent and delivering career development opportunities to Hitachi employees in Europe.


A Focus on Gender 

Hitachi recognises that gender diversity is a crucial component in successful organisation. We acknowledge the value that women bring to the workforce and have implemented key initiatives to enhance gender diversity.

Women’s Interactive Network (WIN)

WIN supports the career development of women and celebrates the contributions they make to the organisation. 

The network host learning events, webinars and online discussions enabling employees to exchange experiences and ideas. WIN is open to all employees within the Hitachi Group in Europe, both women and men are encouraged to get involved and utilise the network.

Since 2013, WIN has held an annual Women’s Summit, inviting women from across the region to attend and hear from external and internal speakers and participate in topical workshops. In 2016, WIN hosted Hitachi’s first Global Women’s Summit, which also welcomed women from outside of Europe.  View the video.

Mentoring Circles Programme

In 2015, Hitachi launched a Mentoring Circles Programme for mid-level female employees. The six-month programme consists of monthly mentoring sessions, in which groups of mentees are mentored by more experienced colleagues.

The aim is to create an open environment where mentees can freely discuss issues relating to their professional development and obtain advice and feedback from their mentors and fellow mentees. Each session focusses on a specific topic, such as leadership styles, effective networking, selling personal capabilities and maintaining work-life balance. 

Mentors facilitate the sessions, sharing the benefit of their own experience and providing insight on dealing with challenges as well as realising goals.

The programme has had a high success rate. Mentors report it to be a rewarding process and mentees have stated finding the sessions useful in increasing in their confidence and pursuing their goals.