Initiatives

Employee Engagement

Promotion of Internal Communication

Through 1-on-1 meetings and Top Management Direct Meetings, we create opportunities for direct dialogue between employees and management or supervisors, working to boost employee motivation. We also conduct regular monitoring of motivation levels with the goal of creating a more fulfilling work environment and company.

Implementing skill development training

In addition to tiered training programs, we actively conduct next-generation leadership training, including external dispatches. We also support employee skill development through correspondence education courses.

2024:15,102 total hours for 1,530 people
(average of 9.87 hours per person)
*Calculations based on total group employees at the end of 2024

Diversity and Inclusion of Employees

Diversity Promotion (Environment Development, Education & Training, Placement)

Through career interviews and normalization training, we create an environment where diverse talent can thrive. Furthermore, we introduced the Area Staff Course in April 2023 to support flexible work styles tailored to individual lifestyles and career aspirations.

Work-life balance

We aim for a female childcare leave acquisition rate of 100% and a male rate of 80% or higher by August 2028. We also extended the upper limit of short-time childcare working hours until the child completes elementary school to support work-childcare balance.

Employee Health and Safety

Response to Customer Harassment

We have established a basic policy regarding customer harassment.

Internal whistleblowing system

In accordance with the Whistleblower Protection Act, we have appointed several representatives (in-company and external lawyers) to contact regarding fraud, illegal activity, harassment, and other issues.

Handling of labor issues

Preventing child labor and forced labor

：In order to prevent child labor and forced labor, we strictly comply with the applicable laws of the respective countries relevant to our business locations, and we also have a system for reporting any violations that may occur.

Systems for communication between employee representatives and corporate management

：As part of our methods that allow employee representatives to communicate with corporate management, we provide opportunities for employees and management to have meetings several times a year in order to guarantee appropriate working conditions and environments. We also strive to find common ground as we listen to any concerns and opinions regarding employee health and safety.

Reducing overwork

：In our efforts to eliminate overwork and unpaid work, we strictly comply with local laws on overtime work, we monitor working hours, consult with employees, and provide methods for our employees to alert their superiors when overtime work may be required. We also comply with Article 36 of Japan's Labor Standards Act and have systems in place to make sure that employees/management are in agreement regarding issues such as keeping monthly working hours within set limits.

Support for living expenses

：Our labor management is in compliance with the local laws of applicable countries. Instead of just complying with minimum wage standards in various countries, our basic policy for wages is to exceed these standards.