DE&I in TDK: Part 2
TDK’s Commitment to Elevating Women into Leadership
At TDK, our ongoing transformation is grounded in a deep commitment to Diversity, Equity, and Inclusion (DE&I). As we build toward a sustainable future, we recognize that progress is not achieved in isolation but through a collective effort where every voice is valued.
▶Related Story：
DE&I in TDK: Part 1—Diversity: The Strength to Shape the Future
Why is DE&I essential to TDK?
DE&I at TDK is more than a corporate initiative—it’s a transformative mindset that drives innovation and energizes collaboration. At the heart of this evolution is TDK United, our vision of diversity that goes beyond representation to emphasize connection, harmony, and integration. Our goal is to step beyond simply having a diverse workforce and create an environment where everyone feels heard, valued, and empowered to contribute in a meaningful way.
Problems with Undiversified Organizations
These qualities help foster a deeper sense of belonging within teams, encouraging greater engagement and ownership at every level of the organization. The result is a stronger, more agile company. Diversity encompasses a range of meanings, but at TDK, we place the greatest emphasis on gender diversity, prioritizing it as a key area for growth and focused improvement.
Tomoyo Hiraoka, Deputy Head of Global Division HR Headquarters, TDK Corporation, states, “Having women in leadership brings diverse perspectives and values to the table, leading to more creative problem-solving and innovative business strategies. This not only promotes business success, but also promotes gender equality and social responsibility on a broader scale.”
Championing Women in Leadership in Japan and Around the World
One powerful expression of this vision is the increasing presence of women in leadership roles throughout TDK. While TDK, like many companies in Japan, has historically seen low participation of women in management (2.0% in 2020 in Japan) due to long-standing socio-cultural factors, strides are being made to change that. TDK has established a target to raise the global percentage of women in managerial positions to over 25% by 2030. Moreover, the company has a clear vision to bring this ratio up to 15% within Japan by 2035, which marks TDK's 100th anniversary.
Kayoko Ando, Department Head of DE&I Promotion, Japan HR Division, TDK Corporation states, “Currently, women in management roles tend to be concentrated in administrative functions, such as human resources, finance, sustainability, and corporate communications, while those in technical fields like research and development (R&D) and manufacturing are still limited in number. Going forward, training women as leaders in technical domains will become increasingly important.”
Achievements and Goals of Ratio of Women in Management Positions (%)
Concrete Initiatives Toward Achieving Our Goals
By implementing career development initiatives, mentoring programs, and management-level training for women in Japan and abroad, TDK has strengthened its commitment to DE&I and continues to focus on increasing female leadership opportunities. Some of these initiatives include the following.
● Career Development Seminars Designed for Women (Japan)
TDK Corporation in Japan, TDK’s headquarters, has been actively implementing a range of initiatives aimed at increasing the number of women in management positions. One example is a career development seminar designed for women, which draws 80 participants each year. This training features the following:
• A two-day program offered twice annually for women identified as future management candidates
• Networking programs designed for female peers
• EQ assessments to promote a better understanding of behavioral traits
• Career development discussions and training sessions conducted with their supervisors
Recognizing the crucial role that managers play in supporting the growth of female talent, the company regularly holds seminars for male supervisors, equipping them with the skills and perspectives necessary to support and develop their female team members effectively. Thanks to these ongoing efforts, the percentage of women in management roles in Japan rose to 5.3% as of April 2025.
Looking ahead, Ando continued, “First, TDK management and team members should recognize that women’s active participation is not just a measure that supports equality, but rather a management strategy that leads to sound decision-making across the entire organization. Second, a mindset transformation must take place among women. Many have only seen male managers, making it difficult for them to envision a future where they can step into leadership roles while balancing their careers and personal lives. Having good role models is critical to this end.”
● Global Talent Development Programs
TDK is committed to developing the next generation of leadership talent. As part of global human resource development initiatives, training programs in global leadership and management are offered.
They include the Global Executive Management Program (GEMP), focused on cultivating top-tier leaders; the Global Advanced Management Program (GAMP), targeted at leadership candidates on the path to becoming general managers; the Global Management Program (GMP) that introduces team members to general management and corporate governance; and the Territorial Career Development Program (TCDP), which is focused on developing team leaders. Efforts are made to ensure that women are nominated for these programs in fair percentages.
● Developing Women Leaders Through Inclusive Workplaces
At TDK, companies group-wide work together to implement mentorship programs aimed at fostering the next generation of leaders. According to Lydia Wirth, Head of Business Process Management, TDK Electronics, “Individualized mentorship programs are crucial as they help women recognize their strengths, identify areas where additional support can promote their professional growth, and actively pursue these opportunities. They promote relationships built on mutual respect and trust. These mentorship initiatives also strengthen women’s courage so they can confidently turn to a strong network for advice and support when needed”.
In her wish for the future, she notes, “Making tangible progress requires inclusive participation, actively acknowledging women’s contributions during meetings and group discussions, and consistently highlighting different perspectives. Together, these efforts create an inclusive environment that drives meaningful, substantial change”.
● Sponsorship of Women in Electronics
In September 2024, TDK sponsored Women in Electronics (WE), in alignment with WE’s mission to advance gender parity through leadership development, mentorship, and community building. This partnership reflects TDK’s commitment to fostering inclusive leadership for women in the electronics industry with essential tools and resources to drive innovation and business success.
According to Debbie Martin, Marketing Communications Manager in TEI (US-based TDK Electronics Inc.), “TDK is partnering with WE to advance its long-term vision of ‘TDK Transformation. Accelerating transformation for a sustainable future’ by fostering a culture that embraces diversity, champions inclusive leadership, and cultivates an environment where every team member feels respected, valued, and included.”
She continues, “The initial discussions for TDK’s sponsorship began in the Americas region following my attendance at the WE Leadership Conference in 2019. I have actively advocated for TDK’s involvement, recognizing the valuable exposure it offers and the leadership development opportunities it can provide across the organization.”
● International Women’s Day (IWD)
In addition to these activities, TDK celebrated International Women’s Day during the week of March 3, 2025, by hosting a series of events and initiatives across various global regions, promoting gender equality and honoring women’s contributions to the organization.
Activities included leadership panel discussions, wellness workshops, cultural events, and partnerships with organizations such as Women in Electronics to deliver insightful webinars, among other initiatives. IWD celebrations took place throughout TDK facilities in China, Japan, Korea, ASEAN, India, the US, and Europe.
Noboru Saito, President and CEO of TDK Corporation, positioned this activity as follows: “IWD is aligned with the inclusive leadership practices that are a key enabler of our Long-term vision of ‘TDK Transformation’ and a critical component of our People Strategy. Additionally, it is also in line with our ESG (Environmental, Social, and Governance) commitment and supports the United Nations’ Sustainable Development Goals, particularly SDG #5: Gender Equality.”
The Importance of Role Models for Women in Tech
In the rapidly evolving world of technology, role models are pivotal in inspiring and guiding the next generation of innovators. They exemplify leadership, resilience, and vision, breaking barriers and setting new standards within the industry.
CFO of the Capacitors Business Group,
TDK Electronics
Auxi Fernandez Trinidad
As an example, Auxi Fernandez Trinidad, a 30-year veteran of TDK and the Deputy General Manager and CFO of the Capacitors Business Group, one of the most competitive businesses in TDK, notes, “Early in my career, I prioritized seeking out role models, mentors, and allies who would help me navigate challenges and expand my perspective. Throughout my career, I’ve always been fortunate to work under highly competent leaders who trusted me more than I trusted myself. Their influence helped me navigate critical junctures and build confidence in my leadership style.”
When asked about initiatives and strategies that TDK can pursue to further enhance career opportunities for women in leadership, Auxi stated, “True progress requires a dual focus: systemic support and individual empowerment. Women must feel confident in their capabilities and be encouraged to embrace challenges, as historic norms have often positioned women in the background rather than the forefront of leadership.”
She advocates for women to build a strong self-belief, but also recognizes “leadership’s responsibility to create environments where women feel seen, valued, and equipped to step into greater leadership roles” as opportunities present themselves. Auxi encourages her male counterparts to offer mentoring to women in their network, sharing insights, navigating corporate dynamics, building confidence, and providing opportunities for participation in high-visibility projects and leadership roles to amplify women’s voices and acknowledge their contributions.
During a panel discussion on International Women’s Day, Auxi shared her experiences with gender bias and encouraged women to overcome those biases in business by not hesitating to speak up and take opportunities that are offered. She also encouraged women to “accept challenges because they can help them achieve their dreams.”
The presence of leaders like Auxi underscores TDK’s dedication to fostering talent and promoting diversity within the technology sector. Their achievements not only contribute to TDK’s success but also serve as an inspiration for aspiring professionals, demonstrating the profound impact of effective leadership and the importance of role models in driving technological innovation forward.
There’s Still Work to be Done—Transforming the Future by Empowering Women Leaders
At TDK, the path toward gender equity in leadership is not a destination—it’s a continuous journey. The achievements of leaders like Auxi highlight what is possible when talent is nurtured, diverse perspectives are encouraged, and equal opportunities are championed.
Achievements in 2024:
• Establishment of global targets for females in management
• Incorporation of ‘inclusive leadership’ within the overall long-term vision and strategy
• The Second Annual ‘My Voice’ Team Member Engagement Survey measured ‘Sense of Belonging’. It had an impressive 89% participation rate (besting the first year by 14%), and significant improvement was shown in Diversity, Care, Equal Opportunities, and Feeling Valued.
• Active participation in International Women’s Day worldwide
• TDK Corporation (Japan) achieved ‘Gold’ in the LGBTQ+ “PRIDE Index 2024”
• TDK Electronics (Germany) won the ‘Top Employer’ award
These achievements serve as both inspiration and a call to action. Whether through mentorship, advocacy, or policy, each of us has a role to play in shaping a more inclusive future.
