Our people are our most important asset. We respect diversity among our employees, striving to create a company in which people can express their individuality and talents to grow and thrive as professionals.

Strengthen Human Capital, as Stated in the Medium-Term Management Plan

The Company has a talent development policy to ensure diversity. In accordance with the policy, it provides encouragement and support so that every employee maintains high expertise, and carries out and drives forward the following measures with the aim of becoming a company that functions as an assembly of diverse capabilities.

EDISON

EDISON stands for Employee Development Is Success Of Next Growth. This is a new system we use for human resources skills development. 
Using EDISON, we define the skills required for each position and level within the company clearly, identifying career paths to enhance individual expertise, and follow a PDCA cycle for skills development. Learning Square and other programs are also included in the system.

Startup Battle

We hold the Startup Battle as a means to develop as many employee ideas as possible into future businesses. This business creation support program incubates and markets new businesses based on ideas volunteered from a wide range of employees.

Infocom Awards

We hold an annual Infocom Awards program in which employees vote to recognize projects that have contributed our businesses. Projects are nominated across four award categories (Project Management, Challenge, Process Innovation, and CSR), and a winner is selected from each category based various criteria.

Infocom established a policy to ensure diversity and develop human resources, as well as a policy on internal development. Through these policies, we work to increase the ratio of women in management positions and among new graduate employees.

Major Initiatives to Empower Women

• Career development support courses for female employees
• Diversity management training for managers
• Task force formation and activities

*Infocom makes specific efforts and manages related data on indicators in the Infocom Group for policies on human resource development that ensures diversity and policies on the development of internal environments. However, indicators are difficult to state for the consolidated Group as not all companies in the Group participate in these efforts. For this reason, the targets and results related to the above indicators include those of the submitting companies that operate major businesses in the consolidated group and certain consolidated subsidiaries.

External Evaluations

In addition to benefits for childbirth and childcare, Infocom strives to introduce and improve systems for flexible work styles. The company endeavors to anticipate situations in which employees may have temporary difficulties in working regular hours due to nursing care for a spouse or parents. In recognition of these efforts, the Tokyo Labour Bureau of the Ministry of Health, Labour and Welfare certified Infocom as a Kurumin company, which is a company involved actively in supporting childcare.

Infocom introduced a contract rehiring system that allows employees who desire to be rehired after reaching the retirement age of 60 to work under the same conditions as regular employees in terms of salary, position appointment, and department transfers. We also offer contracts other than full-time that aim to encourage this more experienced generation to be ambitious and demonstrate their talents.

We evaluate, treat, and promote mid-career hires to core personnel in the same manner as new graduates. We will aim to recruit foreign national human resources for local management and administration positions when our advancements overseas expand.

The Company has a policy to develop an internal environment to ensure diversity. In accordance with the policy, it carries out and drives forward the following measures to create an environment and culture and programs where diverse talent can choose work styles that suit their individual personalities and changes in life stages. 

The Infocom Group has been engaged in work-style reform for many years, both in terms of office environment and systems. We support employees in working from any location and time for the sake of productivity and operational efficiency. As the culmination of these efforts, we relocated our headquarters to Tokyo Midtown East Tower in November 2021. The new office consolidates workspace on a single floor to encourage communication across departments, with areas for group work and open spaces for employees to interact with each other. The light, open environment supports a new way of working for employees.

We allow remote work from home and other locations. At the same time, we defined a 50-kilometer radius surrounding the office as a commuting zone, and a 150-kilometer radius a semi-commuting zone for travel by shinkansen bullet train. As a rule, employees must live within one of these zones. In this way, we offer flexible work styles and easy access to the office, encouraging ongoing face-to-face communication with peers.

<Examples>

• Telecommuting allowance
• Remote work, regardless of the reason or number of days
• In addition to home and satellite offices, employees may also work remotely from their parents' homes or from vacation homes
• Commuting zone (50-kilometer radius from the office) and semi-commuting zone (150-kilometer radius from the office), with travel expense provided for commuting by shinkansen bullet train (upper limit applicable)

We have established a variety of other systems to make our company a comfortable place to work for employees to enjoy their work and take on new challenges.
 

<Examples>

• Maternity leave
• Childcare leave
• Nursing care support (nursing care leave, paid time off, shortened working hours, etc.)
• Shortened work hours: Employees may choose to work shorter hours due to illness, injury, nursing care, or during pregnancy and childcare.
• Rehiring of temporary employees
• Paid time off: We have several paid time off days set aside during the year to encourage employees to take time off.
• Refreshment leave: Employees may take time off on their birthdays or wedding anniversaries.

The Infocom Group is committed to improving working conditions, and we offer a full range of benefits and welfare programs to support the lives of employees and their families.

Other Benefits

• Various social insurance (unemployment insurance, workers' accident compensation insurance, health insurance, and employee pension insurance)
• Retirement allowance (defined contribution pension plan)
• Employee stock ownership plan
• Mutual aid association
• Dormitory for single employees
• Recreation and exercise facilities
• Wealth formation savings system, etc.

The Infocom Group believes that employee physical and mental health leads to the growth of our businesses. Therefore, we introduce a number of measures for employee health and wellness.

Stress Checks
We conduct stress checks once a year for all employees, including part-time and contract employees. Stress checks are a primary prevention of mental health problems, helping employees recognize and cope with their own stress and improving the workplace environment.
Individuals identified as high-stress employees are encouraged to meet with a doctor. If necessary, we take specific action in terms of employment for the individual in question.
 

Engagement Survey
We conduct an annual survey of employees to ascertain satisfaction with the current state of the company.
The survey identifies management and organizational issues, and leads to appropriate resolution measures.
 

Health Support Room
We created a Health Support Room to promote the health of our employees. The room provides follow-up services for periodic health checkups and physical examinations, a health consultation desk for employees to consult with an industrial physician, nurse, industrial counselor, and others to improve physical and mental health, as well as our work environments.