Human Resources
Promoting Diversity
The Long-Term Vision 2028 spells out the Glory group's aims for its corporate culture, organization, and human resources under the concepts of "Open-minded," "Speed beyond expectation," "Global company," and "Challenging spirit." To achieve this Vision, we strive to create a welcoming and motivating workplace environment that respects employees' diversity, as well as their personalities and individualities. We are cultivating a corporate culture in which all employees can maximize their potential, regardless of age, gender, nationality, or work experience.
Policy for developing human resources and establishing a work environment to embrace the diversity of our core human resources
We are committed to establishing a work environment that can nurture and develop the abilities of our diverse employees. We believe that the growth and development of our employees will support the sustainable growth of the company and the enhancement of our corporate value.
Women's Empowerment and Career Development
Glory recruits and develops talented individuals regardless of gender and is committed to creating an environment where all employees can fully realize their potential. To further expand opportunities for women to thrive, we implement action plans based on Japan’s Act on Promotion of Women's Participation and Advancement in the Workplace. In addition to promoting flexible work styles and supporting healthy work-life balance, we promote the greater representation of women in management positions. To foster career development and leadership aspirations, we sponsor female employees each year to participate in a year-long, cross-industry development program.
As of April 2026, at Glory LTD., women accounted for 18.5% of new graduate hires and 3.5% of management positions (37 female managers). Going forward, we will continue our initiatives toward the targets set in the 2026 Medium-Term Plan: 25% or higher representation of women among new graduate hires and a 5% representation of women in management positions.
We also promote the use of paternity leave, and the uptake rate reached 96.2% in fiscal 2025, exceeding the 90% target set in the 2026 Medium-Term Plan.
Ratio of Female in New Graduate Positions
Ratio of Women in Management Positions
1. Period
April 1, 2026 to March 31, 2028 (2 years)
2. Target and Actions
Target: Increase the proportion of women in management positions to at least 5%.
Actions (from fiscal 2026)
- Foster an inclusive workplace culture where diverse talent can thrive
- Identify female employees with management potential and establish individual development plans
- Provide training to motivate female management candidates and enhance supervisors' ability to support their development
- Strengthen recruitment communications to attract female candidates
Recruitment and Advancement of Non-Japanese Employees
As our business continues to expand globally, Glory actively recruits and promotes talent regardless of nationality. Employees from diverse cultural and professional backgrounds play important roles across a wide range of functions, including corporate and international business operations.
In Japan, as of March 31, 2026, Glory employed 30 non-Japanese employees, some of whom have been promoted to management positions.
Across the Group, approximately 6,300 employees, accounting for around 56% of the workforce, are non-Japanese nationals. At our overseas operations, local talent plays a key role in supporting business management and operations, including in executive and management positions.
Regional Workforce Composition (%) (Glory Group, as of March 31, 2026)
EMEA: Europe, Russia, Africa, Middle East
USA: North America, Central America, South America
South-East Asia and others : South-East Asia, India, Australia, New Zealand
Promotion of Mid-Career Hires to Management Positions
We strategically recruit personnel with a wide range of knowledge, skills, backgrounds, and careers, who can become an immediate asset to the Company. In line with our management policy, we strategically recruit highly specialized professionals, including those who can be the core management personnel and those with expertise in IT and DX (Digital Transformation) to drive changes in the Group’s new business areas. We also promote these personnel to management or specialist positions.
As of March 31, 2026, the percentage of mid-career hires in management positions is 25.6%.
Employment of Persons with Disabilities
Cleaning public areas at the headquarters
To promote the independence of the persons with disabilities, Glory Group offers employment opportunities through GLORY Friendly Co., Ltd. established in 1999 as special-purpose subsidiary. Under the slogan of "Foster a creative workplace where communication is valued and one can fully demonstrating their skills and abilities”, the employees are currently engaged in tasks such as cleaning, greening, in-house mail delivery, and waste disposals. We are working to extend a range positions to best suit the individuality and capabilities of each employee.
Number and Ratio of Employees with Disabilities
*Includes data of GLORY Products Ltd., GLORY Friendly Co., Ltd., and GLORY Mechatronics Ltd.
Continued Employment of Senior Employees
In accordance with the Act on Stabilization of Employment of Elderly Persons, Glory offers a continued employment program that enables employees who reach the mandatory retirement age of 60 to continue working until age 65 if they wish. Effective from April 2026, we revised the program to better align treatment with job responsibilities and leverage employees’ skills and expertise.
In fiscal 2025, 79 of the 93 eligible employees participated in the program at Glory LTD.
Number and Ratio of Employees Using the Continued Employment Program
Human Resource Development
With the belief that Glory’s growth is integrally connected with the growth of each employee, we conduct programs to develop their capabilities and foster diversity.
Recruitment and Development of DX Talent
As digitalization and servitization advance, one of our key priorities is to develop talent capable of creating value through the integration of products, software, and data.
We see digital transformation (DX) as a driver of business transformation, and develop talent across the organization to advance customer value creation (“offensive DX”) and operational excellence (“defensive DX”).
Since fiscal 2024, Glory LTD. has implemented a structured development program based on a four-tier DX talent framework led by DX and IT leaders. Through learning, practical experience, and community engagement, the program helps broaden our talent base and strengthen DX capabilities across the organization.
Development of Talent for Future Growth
As our business evolves and global operations expand, developing management and global leaders capable of driving growth and transformation is a key priority.
Given the significant contribution of overseas markets to our business, we draw on our diverse talent base to develop both global talent who can lead business and drive decision-making across regions as well as the next-generation of leaders.
Development of Global Talent
To build a strong talent pipeline for the growth of our global business, Glory offers the following programs to provide overseas work experience and enhance language and cross-cultural capabilities.
Short-Term Overseas Study Program
Attending language lessons (U.K.)
Glory offers an overseas short-term study program where participants attend local language schools to acquire skills and competency that would be beneficial for our business.
The program was launched in 2014, and a total of 25 employees have participated to date.
Overseas Trainee Program
Trainee at a Group company (France)
The one-year program allows Japanese employees to take part in on-the-job training in an overseas group company. It provides them with opportunities to gain the required experience and skills to represent Glory on a global stage.
Since the start, total of 28 employees from Development, Sales, and other divisions have participated in the program.
Training for the Managers of Overseas Production Subsidiaries
Training session for the managers of overseas production subsidiaries
Since 2016, Glory has facilitated a training program in Japan for the managers of our production subsidiaries: GLORY Denshi Kogyo (Suzhou) Ltd. (China) and GLORY (PHILIPPINES), INC.
The training program is intended to enhance the self-sustaining capabilities of the said subsidiaries, and a total of seven managers have taken part to date. The program includes management training and the sessions where the participants learn the required knowledge and technologies and enhance their risk management capabilities relevant to production sites. With a better understanding of the Japanese production system, the managers return to their respective countries to apply their newly gained knowledge and experience.
Development of Future Leaders
Glory Business College
As part of its leadership development framework, we offer a training program named ‘Glory Business College’, targeting management-level employees to prepare them to become the next generation of leaders. The seven-month program includes training sessions and external seminars where participants acquire the skills and knowledge expected of future executives. The program also gives participants opportunities to extend their network through interaction with other participants from various divisions and other industries.
We also provide a variety of leadership development programs, including the Business Creation Leader Development Program and the Next-Generation Branch Manager Candidate Development Program.
Learning Opportunities for Individual Growth
Continuous learning and skills development are essential to strengthening the talent base that supports business transformation and growth.
Through learning opportunities that promote self-directed career development, we foster an environment where diverse talent can continue to thrive. Employees are encouraged to pursue learning aligned with their aspirations and business needs, while building capabilities in business, professional, and digital domains.
Personal Development Program ("Mana-VIVA")
Since fiscal 2024, we have offered “Mana-VIVA”, a personal development program that enables employees to take ownership of their own learning, build new skills, and enhance their professional value.
The program offers a wide range of learning opportunities, including online platforms for business, professional, and digital skills, language learning tools, and cross-company exchanges and cross-boundary learning programs to promote self-directed learning and broader perspectives.
Career Development Initiatives
At GLORY, we support employees in developing their skills and advancing their careers through a variety of programs and initiatives designed to promote career development. By providing opportunities tailored to each individual's aspirations and abilities, we help employees realize their own career plans.
Career Development and Training
At Glory, we provide structured career development programs to support employees in shaping their own careers. To foster self-directed growth and development, employees have opportunities at each career stage to reflect on their skills and experiences and envision their future careers.
Career Discussions
Regular career discussions between supervisors and employees help align career aspirations and development needs, while supporting employees’ self-directed development and growth. Insights gained through these discussions are consolidated in our talent database and leveraged for workforce planning and employee development.
Career Challenge Program
The Career Challenge Program offers employees opportunities to pursue new career paths through internal job postings and self-nomination programs, fostering proactive career development and bringing fresh perspectives across the organization.
Internal Internship Program
The Internal Internship Program offers employees opportunities to gain work experience in other departments, broadening their perspectives, developing new skills, and building stronger connections across the organization.
Career Hub
Glory’s Career Hub offers professional career consultation and information services, supporting self-directed career development and continuous growth.
Side Job Program
The Side Job Program supports diverse ways of working by providing opportunities to gain experience outside the Company, helping employees broaden their skills and perspectives. Since its launch in fiscal 2025, approximately 30 employees have participated.
