Employees

Diversity & Inclusion

Basic Approach to Diversity & Inclusion

CHANGE Group (hereinafter, "our Group" or simply "we") recognizes that the most important source of creating value for our Group is "people," and the most crucial management resource for business growth is "human resources."

For us, "Diversity & Inclusion" means not only maintaining and promoting an organizational culture, where each employee respects each other's individuality and values, which can maximize their potential, but also enhancing the overall performance of the organization to achieve our mission through corporate and business activities.

Based on this understanding, our Group will continue to actively promote 'Diversity & Inclusion' to contribute to the realization of a society where all stakeholders can thrive together.

Specific Initiatives

Gender (Gender-Free)

Our Group is committed to creating an internal environment where all employees, regardless of gender, can choose diverse work styles that suit their individual life and life stage needs, allowing them to continue working with high motivation while expressing their individuality and talents.

Specifically, we are working to expand various systems that can be used by both men and women to balance private life and work in response to various environmental changes associated with life events such as childbirth, childcare, and caregiving.

In particular, regarding women's work styles, we fully understand the characteristics that work styles are more likely to be restricted by life stages, and we believe that having flexible systems in place for major life events provides great reassurance to employees. We are continuously strengthening various support measures to enable them to maximize their abilities.

Overview of Childbirth, Childcare, and Caregiving Systems

The overview of our Group's childbirth, childcare, and caregiving systems is as follows:

The ratios of female employees in managerial positions and the utilization status of childbirth, childcare, and caregiving systems in our Group are as follows:

Age (Senior)

We consider the knowledge and experience of senior employees to be valuable assets, and we have introduced a re-employment system for retirees to provide employment opportunities for those who wish to continue working after retirement.

Disability

We believe that the idea of creating a society where everyone, regardless of disability, can find employment that matches their abilities and aptitudes and lead an independent life in the community aligns with our Group's "Diversity & Inclusion" philosophy.

Based on this understanding, our Group is working to create employment opportunities for people with disabilities through our business, allowing them to fully utilize their desires, abilities, and aptitudes and to thrive according to the characteristics of their disabilities.

Additionally, to ensure that people with disabilities can continue to work with high motivation, we maintain close pre-communication with accepting departments and regularly confirm their desires and aptitudes through interviews with supervisors and HR Department.

Sexual Orientation

Our Group has clearly stated in our basic sustainability policy that we do not discriminate against sexual minorities, such as those represented by LGBT.

Additionally, from the perspective of creating an internal environment where diverse talents can thrive, we strive to create a workplace where individuals can work comfortably and safely, regardless of sexual orientation or gender identity. Our Group companies have established a policy that recognizes same-sex partners as spouses, making them eligible for various HR systems and benefits.

Under this system, if an employee has a same-sex partner, they can register their partnership to receive company benefits such as ceremonial leave and condolence money.

Our Group recognizes that maintaining and promoting diversity leads to improved organizational performance, and we intend to continue promoting initiatives related to sexual minorities.

Developing Human Resources

Statement of Policy and Commitment to Providing Training Opportunities for Employee Skill Enhancement

Our Group considers it a very important theme to actively provide training opportunities aimed at improving employee skills, as this continuously enhances corporate value and our Group's competitive advantage.

Therefore, to contribute to employee reskilling, we have developed a curriculum centered on generative AI, particularly LLM, available in an e-learning format, providing learning opportunities.

In particular, we focus on ensuring that new technologies in fields like LLM can be "applied in business," and we conduct more practical reskilling training.

We intend to continue providing various training opportunities aimed at skill enhancement so that each employee can actively challenge themselves in various fields without fear of "Trial & Error."

Specific Initiatives

Formation of a Learning Organization Culture

Our Company has established an important value which is to continuously nurture talent with the desire to grow and learn for new value as "Value."

Value

1. 1. Creating "New" Norms: We want to create "new" norms not only in products and services that provide direct value to customers but also in our daily operations. Continuing the same thing is a value indeed, but we want to make efforts and challenges to bring about innovation, even in small things, in a daily routine.
2. 2. Doing 'To That Extent?" Among all the values delivered to customers, we focus particularly on "speed" and do "to that extent?" We want to connect business growth through a speed that surprises customers.
3. 3. 'Next After Failure' is the Real Challenge: We accept an employee's failure and practice communication that focuses on solutions rather than blaming it. We create opportunities to challenge continuously. We want employees to challenge, fail, and grow, rather than playing it safe or running away.

Strengthening workplace communication based on "Value" and creating a "learning organization culture" through mutual feedback is an important foundation not only for maximizing the productivity and performance of each employee but also for continuously maximizing the utilization of our human resources. Based on this understanding, our Company conducts personnel evaluations that consider "Way (behavioral evaluation)" based on the above "Value" in addition to "Results (performance evaluation)," striving to maintain and promote a "learning organization culture."

Support for Self-Learning

Our Group companies support self-investment for growth along one's career path to promote autonomous growth and "achieve growth through one's own efforts."

Specifically, we have established a system where our Group companies subsidize the cost of books purchased for self-improvement, covering part or all of the book purchase costs.

We also encourage employees to actively participate in various external seminars and obtain various certifications related to their work, covering the necessary costs.

Furthermore, we provide rewards for certain certifications obtained. Our Group regularly provides opportunities for "results presentations" and "opinion exchanges" as part of internal learning community activities to support autonomous learning by employees, aiming to share a wide range of knowledge and insights related to work.

These opportunities allow employees to gain insights from others and create opportunities for presentation training, promoting autonomous growth.

New Recruits Training

Our Group companies provide training for new hires. In this new employee training, we teach "portable skills (business manners, business communication, documentation using Word, business use of Excel, presentations using PPT, logical thinking, business hearing, basic knowledge of accounting, etc.)" that should be maintained as a working adult, as well as "business skills (our Group's business model, working in teams, customer-oriented thinking, project work methods, basics of business process improvement using digital and AI, analysis skills, etc.)" intended for practical application in the field, with executives or frontline employees serving as instructors in an Off-JT format.

After attending new employee training, we conduct training based on a mid-term development plan (by job type, level, and length of service).

Provision of Learning Opportunities through Selective Training Programs

Our Group companies have developed e-learning focused on "digital human resource development" to enable all employees to master digital skills, aiming to achieve corporate growth through DX, and we provide these programs to our customers. The features of this e-learning are as follows:

■Features:

• Teaching materials incorporating the latest examples from a wide variety of industries and companies
• Continuously developing the latest teaching materials to provide constant up-to-date learning
• Number of courses of 131, number of teaching materials of 646 (as of 2023.June.03)

In our Group companies, with the support of CHANGE Holdings, we have introduced an educational training system that allows employees to freely take the e-learning courses, supporting each employee's motivation to proactively learn and continuously improve their skills and abilities.

HR-related data