Social
Contribution to SDGs objectives
The Group has four socially relevant materialities: "diversity & inclusion," "respect for human rights and a rewarding working environment," "data security," and "customer privacy." We are committed to addressing these materialities, which form the basis of our sustainable growth and achieving sustainable development through resolving social issues.
Diversity & inclusion
The Group believes that it can create and deliver new value by bringing together people from different backgrounds, including gender, age, nationality, culture, and values. It places great importance on human resource development and training as an investment in human capital. We are committed to strengthening the individual and the organization through developing and nurturing our people so that each of our executives and employees can recognize each other, embrace their diversity, and maximize their potential.
Indicators and Targets
Since its establishment, the Group has hired and promoted a diverse workforce.
With regard to the ratio of female managers, we have already exceeded the government's target of 30% by 2030, and we intend to continue to maintain the level targeted by the government in other specific indicators, including gender and nationality.
Management position ratio
(As of the end of January 2024)
Employee composition ratio
(As of the end of December 2023)
Respect for human rights and a rewarding working environment
The Group supports and respects international norms on human rights, including the United Nations' "International Bill of Human Rights" (Universal Declaration of Human Rights and International Covenants on Human Rights) and the International Labor Organization's (ILO) "Declaration on Fundamental Principles and Rights at Work," "Guiding Principles on Business and Human Rights," "Children's Rights and Business Principle," "The Ten Principles of the UN Global Compact" and other international norms related to human rights.
The Group will further deepen its understanding of and fulfill its responsibility to respect human rights for all stakeholders involved in its corporate activities.
In addition, for our Group to achieve sustainable growth, we are making various efforts to realize a workplace environment in which each employee can maximize their ability within a limited time frame and in which all employees can maintain their physical and mental health and work vigorously.
97%
The ratio of employees who feel their work is worthwhile
(In 2023)
Human rights policy
The Group regards respect for human rights as essential in achieving sustainable growth in its domestic and international business operations. Based on this belief, in accordance with international human rights principles and standards, we will contribute to the realization of a society where human rights are respected by promoting the following initiatives that respect human rights and individuality among all officers, employees, and business partners.
(1)Prohibition of all discrimination
(2)Prohibition of harassment
(3)Prohibit forced labor, human trafficking, and child labor
(4)Respect for fundamental labor rights, including freedom of association and the right to organize and bargain collectively
(5)Occupational health and safety management
(6)Prohibition of excessive and unfair labor
(7)Payment of appropriate wages following payroll regulations in compliance with legal requirements
(8)Freedom of expression and privacy protection
Recruitment policy
In order to realize the Group's growth strategy, it is essential to adopt human resources and have them play an active role in each Group company. Since our founding, we have been committed to embracing and developing human resources who empathize with our vision and mission and who can carry out our action principles.
We will continue to respect diversity in terms of gender, race, and the corporate culture of each group company and continue actively recruiting people to accelerate the creation of new value throughout the Group.
Establishing appropriate personnelevaluation and feedback processes
Goals are set annually for each employee to achieve personal growth and more significant business impact from a medium- to long-term perspective.
In addition, supervisors to check the progress of goals and make necessary course corrections in response to environmental changes through one-on-one interviews.
The Personnel Evaluation Process
Goal setting : The semiannual goals are set after setting the annual goals.
Feedback during the period : Confirms progress toward the goals and the actions taken to achieve them. Goals are revised as necessary based on environmental changes and other factors.
Year-end evaluation: Evaluate the achievement of the half-yearly goals.
Feedback on Evaluation Results
The results of the semi-annual evaluations are appropriately provided based on concrete facts with the aim of encouraging further performance for the next fiscal year and beyond. Through feedback from managers, we provide advice and motivation for the growth and realization of the vision of those subject to evaluation.
Providing opportunities for training and development
The Company provides a various of training and regular meetings to employees in partnership with outside educational institutions, including e-learning, as opportunities for skill development and follow-up for all employees, positions, and job categories.
| Training/ Meeting | Target | Frequency | Details |
|---|---|---|---|
| Program for New Employees | New employee | Total 19 periods | Training program to understand the company's business |
| Onboarding Support | New graduate employee | As-needed | Senior employees serve as mentors and provide operational support |
| Training for Managers | Managers | Total 10 periods per year | Training to improve management skills |
| Training for Engineers | Engineers | 1 period per quarter | Training to improve skills, such as sharing information on case studies, conducting workshops, etc. |
| Workshop for Engineers | Engineers | 1 period per month | Workshop sessions to improve skills, including sharing information on case studies, etc. |
| Workshops for engineers by job domain | Engineers | 1 period per week | Study sessions to improve skills and share information on case studies and other topics in each domain |
| 1 on 1 meeting | All employees | As-needed | One-on-one meetings between supervisors and subordinates to follow up on work and mental health issues |
| Support for Book Purchase | All employees | As-needed | Subsidizes the cost of books purchased to improve work-related skills |
| Guest Speaker Lecture | All employees | Annuarl/Irregular | Inviting outside speakers to give lectures as a learning opportunity useful for business and management |
| Company-wide meeting | All employees | Once per half year | Meetings aimed at reviewing the half year, exchanging information, sharing management strategies, and promoting understanding of the Group |
| e-Learning Training | All employees | Annualy/ As-needed | Information security, insider trading, etc. Training on rules to be followed by all employees |
Initiatives to improve work-life management
We have introduced work-life management programs to enable each employee to work diversely and flexibly.
Health management
We are committed to ensuring that our employees are in the best possible physical and mental condition for their work.
Employee engagement
We are working to create a workplace in which each employee takes an active role in their work, experiences personal growth, considers their job worthwhile, and aims for increased employee engagement.
We also conduct regular employee awareness surveys to quantify job satisfaction, measure employee engagement, identify issues and make improvements.
Data security & privacy
To ensure that our customers can use our services with confidence, we have established an Information Security Policy to protect our information assets, including customer information, that we handle in the course of our business.
All those who handle information assets, including directors, officers, and employees, who recognize the importance of protecting information assets from risks such as leakage, damage, and loss, comply with the policy and practice activities to maintain information security in terms of confidentiality, integrity, and availability of information assets.
Complaint-handling mechanism
The Group will work to establish an effective reporting and complaint-handling mechanism to identify and respond to issues related to officers and employees and business activities promptly.
Our approach to intellectual properties
Based on respect for "knowledge," the Group considers intellectual property to be not only intellectual property rights but also a wide range of intangible assets (technology, know-how, data, brands, content, etc.) We consider it one of the business resources for strengthening the Group's competitiveness, demonstrating its superiority, enhancing its brand value, and further developing its business. We will further strengthen them through investment.
