Diversity Management to Achieve New Value Creation

Goals and KPI

2030

Goal

Be an organization in which diverse human resources continue to create new value by leveraging their strengths and individuality

KPIs

1. D&I training participation rate: Maintained at 100% (target: consolidated group)
2. Positive response rate to questions on employee awareness survey such as “I think our organization accepts people with diverse attributes and links them to organizational strength”: 90%
3. Parental leave utilization rate by gender: 100% for men, 100% for women

2024

Goal

Establish a foundation that encourages diversity & inclusion

KPIs

Create a system that encourages D&I

Initiatives

Establish a new Employee Experience Group within the HR Division to build a system to promote diversity, equity, and inclusion (DEI)

SDGs Being Addressed by Activities

• 

Approach and System

Basic Approach to Diversity, Equity, and Inclusion (DEI)

Our mission is “making work more fun and creative.” We want to create a society that enables as many people as possible to enjoy their work and express their creativity fully.

To achieve our mission, we must both empower everyone with a “way to work a step ahead,” such as by using IT to improve efficiency, and continue to propose and provide concrete solutions to solve problems that arise while working.

To achieve this, we ourselves must bring together people with diverse values and attributes to create new innovations through work that is enjoyable. We believe that diversity, equity, and inclusion (DEI) is at the core of this approach.
Going forward, we will create an organization where diversity is a strength and where people who share our mission and vision can come together to maximize team performance and create new value by respecting each individual, regardless of differences in values regarding work styles, life stages, nationality, gender, or other backgrounds.

DEI Promotion Structure

We have established a structure for promoting diversity, equity, and inclusion (DEI), with the CEO Office, which reports directly to the CEO, as the main department in charge, and the CEO Office Manager as the person responsible. In fiscal year 2024, we also established a new Employee Experience Group within the HR Division. We will promote DEI as part of our initiatives to foster our culture.

Main Initiatives

We are implementing the following activities to promote DEI. With the announcement of our Medium-Term Management Plan　in February 2024 and the revision of our organizational strategy, we also plan to formulate again a medium- to long-term plan by September 2025.

Measures to Promote Diversity, Equity, and Inclusion (DEI)

1. Creating work styles that are not restricted by time or place
2. Creating a work system that matches each employee’s life stage
   • Reduced working hour system for permanent employees
   • Flextime work system
3. Promoting participation by men and women in housework and childcare

1. Work Styles Not Restricted by Time or Place

We continue to update our work environment to allow each employee to flexibly choose where to work according to the objectives of their work and their lifestyles. Currently, our employees work in the office in principle. By allowing them to work at home or use WeWork coworking spaces, we are creating a work environment that allows diverse work styles, such as balancing work with childcare or nursing care without being restricted by time and place.

2. Work System that Matches Each Employee’s Life Stage

We have created a system that allows employees to choose their working hours according to their life stages so they can achieve a work-life balance.

Reduced Working Hour System for Permanent Employees

We have established a reduced working hour system for permanent employees that is not limited to child or nursing care, whereby they can choose to work according to their own objectives.
This system allows employees to sign a work contract to work less than the working hours prescribed in employment regulations, while remaining in the employment status of a permanent employee.
Under this system, these employees continue to receive the same benefits and allowances as permanent employees, and they are also evaluated under the same HR evaluation system. In this way, we allow employees to take on challenges and develop their careers according to their respective lifestyles, regardless of whether they are working full time, shorter hours, or fewer days.

Flextime Work System

We have introduced a flextime work system. This system allows employees to use their time autonomously according to their individual work and lifestyles.
This system helps enrich the lives of all employees by minimizing restrictions on working hours. This allows them to spend quality time with their families and on housework, self-development, hobbies, and relaxation, balance work with both child and nursing care and activities for personal growth, and maintain good physical and mental health.

3. Promoting participation by men and women in housework and childcare

We think it is important that people are able to continue playing active roles, regardless of gender, after undergoing life events such as childbirth or childcare. We believe that having men and women share the responsibility of housework and childcare during the time from preparation for childbirth to childcare and giving each other time to spend outside of housework and childcare enables both parties to lead fulfilling lives that respect each other’s time, without either being forced to give up on their careers.
Therefore, we have implemented systems that allow both men and women to easily take childcare and parental leave. More specifically, upon receiving a report from the employee or the employee’s spouse that they are expecting a baby, we inform the employee and their family about work regulations, system use, and national and local systems so that both men and women can take childcare and parental leave. We also show them easy-to-understand videos about the Act on Childcare Leave/Caregiver Leave and help them visualize the process, from preparing for the birth of their child to returning to work, so they can report their desired length of childcare leave.

Childcare Leave Taken

Percentage of women taking childcare leave

100%

Percentage of men taking childcare leave

75%

* As of December 31, 2024

Feedback from Employee Who Used the Childcare Leave System

I joined kubell, which has a flexible working style, after the birth of my second child in order to achieve my ideal life as a mother that balances career and family. In addition to the fully remote and flexible work style, the IR work I’m in charge of has a fixed schedule throughout the year. This allows me to easily set my own schedule so I can make plans with my children or attend their events when things are slow or ask grandparents for help during busy times like the month before the financial results.
At home, I prioritize the growth of my two sons and support their passions and talents. I help them with schoolwork and extracurricular activities, play with them, eat meals with them, and provide positive feedback so that I don’t miss any small changes or growth. I am grateful to be able to work flexibly and spend a lot of time with my children.

Kanako Kanesaka
IR Team, IR Group, Corporate Planning Division