Human Resources Data
Human Resources Data
Employees
By Region, Consolidated
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit |
|---|---|---|---|---|---|
| Number of employees*1 | Sharp consolidated | - | 43,445 | 40,123 | Persons |
| Japan | - | 17,209 | 15,761 | ||
| Americas | - | 1,935 | 1,910 | ||
| Europe, Middle East | - | 3,254 | 3,336 | ||
| China, Asia, Oceania | - | 21,047 | 19,116 |
- Permanent employees
Sharp Corporation
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit | ||
|---|---|---|---|---|---|---|---|
| Directors, audit and supervisory committee members |
Sharp Corporation | 7 | 7 | 9 | Persons | ||
| Men | 7 | 7 | 8 | ||||
| Women | 0 | 0 | 1 | ||||
| Number of employees*2 | Sharp Corporation | 5,321 | 5,029 | 5,636 | |||
| Men | 4,576 | 4,290 | 4,791 | ||||
| Women | 745 | 739 | 845 | ||||
| Executive officers | 4 | 8 | 6 | ||||
| Men | 4 | 8 | 6 | ||||
| Women | 0 | 0 | 0 | ||||
| Managers | 1,134 | 1,086 | 1,244 | ||||
| Men | 1,078 | 1,031 | 1,189 | ||||
| Women | 56 | 55 | 55 | ||||
| General staff | 4,183 | 3,935 | 4,386 | ||||
| Men | 3,494 | 3,251 | 3,596 | ||||
| Women | 689 | 684 | 790 | ||||
| Average age*2 | Sharp Corporation | 45.6 | 45.5 | 45.3 | Age | ||
| Men | 45.9 | 45.9 | 45.7 | ||||
| Women | 43.4 | 43.3 | 42.9 | ||||
| Average years of service*2 | Sharp Corporation | 22.4 | 21.6 | 21.1 | Years | ||
| Men | 22.7 | 21.9 | 21.5 | ||||
| Women | 20.7 | 19.6 | 18.9 | ||||
- Permanent employees
Hiring and Turnover
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit | ||
|---|---|---|---|---|---|---|---|
| Number of hires*3 | Consolidated subsidiaries in Japan | - | 617 | 793 | Persons | ||
| Men | - | 471 | 602 | ||||
| Women | - | 146 | 191 | ||||
| Sharp Corporation*4 | - | 191 | 305 | ||||
| Men | - | 138 | 232 | ||||
| Women | - | 53 | 73 | ||||
| Turnover*3*5 | Consolidated subsidiaries in Japan | - | 4.7 | 5.3 | % | ||
| Men | - | 4.5 | 5.2 | ||||
| Women | - | 6.0 | 5.8 | ||||
| Sharp Corporation | - | 4.6 | 4.3 | ||||
| Men | - | 4.4 | 4.2 | ||||
| Women | - | 6.2 | 5.0 | ||||
- Permanent employees.
- Does not include persons hired as employees of Sharp Corporation and transferred to affiliated companies on the same day of employment.
- Number of employees who voluntarily left the company during the fiscal year to the number of employees as of March 31 of each year.
Diversity
Personnel, Consolidated Subsidiaries in Japan
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit | ||
|---|---|---|---|---|---|---|---|
| Personnel composition ratio, by gender*6 | Consolidated subsidiaries in Japan | Men | 88.9 | 88.5 | 87.2 | % | |
| Women | 11.1 | 11.5 | 12.8 | ||||
| Managers | Men | - | 96.4 | 96.4 | |||
| Women | - | 3.6 | 3.6 | ||||
| General staff | Men | - | 87.0 | 85.3 | |||
| Women | - | 13.0 | 14.7 | ||||
| Sharp Corporation | Men | 86.0 | 85.3 | 85.0 | |||
| Women | 14.0 | 14.7 | 15.0 | ||||
| Managers | Men | 95.1 | 95.0 | 95.6 | |||
| Women | 4.9 | 5.0 | 4.4 | ||||
| General staff | Men | 83.5 | 82.6 | 82.0 | |||
| Women | 16.5 | 17.4 | 18.0 | ||||
| Personnel composition ratio, by age*6 | Consolidated subsidiaries in Japan | Under 30 years old | - | 11.8 | 13.2 | % | |
| 30 to 49 years old | - | 38.6 | 36.4 | ||||
| 50 years and older | - | 49.6 | 50.4 | ||||
| Sharp Corporation | Under 30 years old | - | 12.9 | 14.2 | |||
| 30 to 49 years old | - | 38.0 | 37.8 | ||||
| 50 years and older | - | 49.1 | 48.0 | ||||
- Permanent employees
Diversity
Personnel Composition at Major Overseas Subsidiaries
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit | ||
|---|---|---|---|---|---|---|---|
| Personnel composition ratio, by gender | SEC (US) Sales, production |
Men | 68.9 | 68.8 | 68.3 | % | |
| Women | 31.1 | 31.2 | 31.7 | ||||
| Directors, managers |
Men | 79.2 | 78.3 | 74.9 | |||
| Women | 20.8 | 21.7 | 25.1 | ||||
| Non-managers*1 | Men | 68.0 | 67.8 | 67.6 | |||
| Women | 32.0 | 32.2 | 32.4 | ||||
| SEE (UK) Sales, production |
Men | 74.1 | 74.7 | 73.9 | |||
| Women | 25.9 | 25.3 | 26.1 | ||||
| Directors, managers | Men | 77.6 | 73.7 | 78.3 | |||
| Women | 22.4 | 26.3 | 21.7 | ||||
| Non-managers*1 | Men | 73.3 | 74.9 | 72.8 | |||
| Women | 26.7 | 25.1 | 27.2 | ||||
| SEID (Indonesia) Sales, production |
Men | 71.5 | 71.9 | 71.7 | |||
| Women | 28.5 | 28.1 | 28.3 | ||||
| Directors, managers | Men | 83.3 | 83.5 | 83.9 | |||
| Women | 16.7 | 16.5 | 16.1 | ||||
| Non-managers*1 | Men | 70.8 | 71.1 | 70.9 | |||
| Women | 29.2 | 28.9 | 29.1 | ||||
| SATL (Thailand) Production |
Men | 32.4 | 33.3 | 34.4 | |||
| Women | 67.6 | 66.7 | 65.6 | ||||
| Directors, managers | Men | 63.3 | 60.6 | 58.1 | |||
| Women | 36.7 | 39.4 | 41.9 | ||||
| Non-managers*1 | Men | 31.8 | 32.6 | 33.9 | |||
| Women | 68.2 | 67.4 | 66.1 | ||||
| SOCC (China) Production |
Men | 31.0 | 31.5 | 33.2 | |||
| Women | 69.0 | 68.5 | 66.8 | ||||
| Directors, managers | Men | 84.8 | 85.2 | 84.5 | |||
| Women | 15.2 | 14.8 | 15.5 | ||||
| Non-managers*1 | Men | 25.0 | 25.5 | 26.9 | |||
| Women | 75.0 | 74.5 | 73.1 | ||||
| NSEC (China) Production |
Men | 64.5 | 64.4 | 65.0 | |||
| Women | 35.5 | 35.6 | 35.0 | ||||
| Directors, managers | Men | 64.6 | 66.1 | 67.8 | |||
| Women | 35.4 | 33.9 | 32.2 | ||||
| Non-managers*1 | Men | 64.5 | 64.2 | 64.6 | |||
| Women | 35.5 | 35.8 | 35.4 | ||||
| WSEC (China) Production |
Men | 47.1 | 46.3 | 45.4 | |||
| Women | 52.9 | 53.7 | 54.6 | ||||
| Directors, managers | Men | 60.1 | 60.5 | 61.5 | |||
| Women | 39.9 | 39.5 | 38.5 | ||||
| Non-managers*1 | Men | 46.0 | 44.9 | 43.7 | |||
| Women | 54.0 | 55.1 | 56.3 | ||||
- Permanent employees
Annual Average Wage Ratio, by Gender
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit | ||
|---|---|---|---|---|---|---|---|
| Annual average wage ratio, by gender | Sharp Corporation | Men | 100 | 100 | 100 | % | |
| Women | 80.0 | 79.6 | 79.9 | ||||
| Permanent employees | Men | 100 | 100 | 100 | |||
| Women | 79.6 | 78.8 | 78.9 | ||||
| Part-time and fixed-term workers |
Men | 100 | 100 | 100 | |||
| Women | 71.7 | 72.5 | 74.3 | ||||
Sharp Corporation has no gender-based differences in its personnel and compensation systems. It is working to increase the number of women in leadership positions, and it believes these efforts will help eliminate the gender wage gap.
Employment of People with Disabilities
| Item | Scope | June 2023 | June 2024 | June 2025 | Unit |
|---|---|---|---|---|---|
| Employment rate of people with disabilities*2 | Sharp Corporation, special subsidiary, applicable group companies | 2.58 | 2.56 | 2.45 | % |
- Based on Japan’s Act to Facilitate the Employment of Persons with Disabilities
Work-Life Balance
| Item | Scope | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit |
|---|---|---|---|---|---|---|
| Annual paid leave | Sharp Group in Japan | Usage rate*1 | 74.0 | 75.8 | 74.2 | % |
| Overtime | Average hours per person/month*1 | 15.5 | 15.3 | 16.9 | Hours |
- Permanent employees
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit | ||
|---|---|---|---|---|---|---|---|
| Leave for purposes related to childcare*2 | Sharp Corporation | Number of users | 107 | 67 | 85 | Persons | |
| Men | 88 | 53 | 68 | ||||
| Women | 19 | 14 | 17 | ||||
| Usage rate*3 | 97.2 | 88.1 | 103.7 | % | |||
| Men | 95.6 | 84.1 | 103.0 | ||||
| Women | 105.5 | 107.6 | 106.3 | ||||
| Childcare leave, parental leave | Sharp Corporation | Return to work rate | Men | 100.0 | 100.0 | 100.0 | |
| Women | 90.0 | 94.7 | 100.0 | ||||
| Retention rate*4 | Men | 88.6 | 96.9 | 92.3 | |||
| Women | 94.1 | 96.4 | 89.5 | ||||
| Reduced-hours employment during childbearing/childcare | Sharp Corporation | Number of users | 5 | 5 | 7 | Persons | |
| Childcare support work program | 230 | 205 | 222 | ||||
| Nursing care leave | Sharp Corporation | Number of users | 5 | 6 | 3 | ||
| Nursing care support work program | 14 | 14 | 16 | ||||
- Childcare leave, parental leave, paternity leave
- The usage rate for childcare leave and other leaves for purposes related to childcare, calculated in accordance with the standards of the Act on Childcare Leave and Caregiver Leave. In fiscal 2024, the standards were revised to round off published figures to the first decimal place. For this reason, figures for fiscal 2022 and 2023 have been revised.
- Percentage of employees still working 12 months after returning to work.
Human Resource Development
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit | |
|---|---|---|---|---|---|---|
| In-house programs for self-development*5 | Consolidated subsidiaries in Japan | Total number of participants | 5,310 | 9,044 | 9,299 | Persons |
| Total learning hours | 9,557 | 26,219 | 28,918 | Hours | ||
- Includes management skills improvement training, specialized training, and )from fiscal 2023) study sessions and Sharp Language Academy )for permanent employees).
Occupational Safety and Health
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit | |
|---|---|---|---|---|---|---|
| Industrial accidents | Consolidated subsidiaries in Japan | Number of work accidents | 62 | 62 | 59 | Incidents |
| Frequency rate | 0.27 | 0.36 | 0.48 | － | ||
| Number of fatalities | 0 | 0 | 0 | Persons | ||
Employee Engagement
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit |
|---|---|---|---|---|---|
| Engagement score*6 | Consolidated subsidiaries in Japan | - | - | B | － |
- Sharp utilizes Motivation Cloud Engagement provided by Link and Motivation Inc. This visualizes the state of engagement within an organization using a unique survey method that compiles employee expectations and satisfaction regarding the company, managers, and workplace.
Annual Total Pay Ratio
| Item | Scope | Fiscal 2022 | Fiscal 2023 | Fiscal 2024 | Unit |
|---|---|---|---|---|---|
| Annual total pay ratio*7 | Sharp Corporation | - | - | 7.41 | － |
- The ratio of the total annual compensation of the company’s highest-paid individual to the median total annual compensation of all employees (those working at the company as of the end of the fiscal year).