SUSTAINABILITY

SOCIAL

Efforts to promote the performance of diverse human resources

The INTAGE Group is based on a mindset that emphasizes people, and strives for a flexible way of working in response to changing societies, with the aim of being in a company in which the personality of each individual is respected and everyone takes an active part. We aim to create opportunities for employees with diverse values and backgrounds to play an active part and grow as they understand each other, collaborate, and co-create.

Irrespective of gender and nationality, and whether they are new graduate or mid-career hires, our employees are offered a wide range of opportunities that suit their motivation and achievements. The rate of female employees across the group including overseas offices is around 50%, while the rate of female managers is around 25%, and around 20% of all employees across the group are foreign nationals working at overseas offices.

In addition to the short working hours system and flexible working practices, we provide support for employees to return from childcare leave and benefit from career consultation to ensure their continuation of career while being occupied with childbirth, childcare, and nursing care, with peace of mind all the while. "Workstyle workshops" are held so that employees of our Group companies can interact with each other, understand each other's background and values, and achieve a better way of working as a team. In 2021, 13 workshops were conducted online and about 295 people participated. As life plans and career formation are more and more diverse, it is important to look at individual values and provide the necessary support for them to maintain work-life balance and keep working.

Data about Women

(FY) 2017 2018 2019 2020 2021
Ratio of female employees (%) 46.4 49.3 50.0 49.4 50.8
Ratio of women in new hires (%) 53.4 51.9 46.4 49.2 51.9
Ratio of female managers (%) 21.7 22.7 23.0 23.3 24.7
Ratio of female directors (%) 12.2 14.0 14.8 15.6 14.6

Coverage: INTAGE HOLDINGS, INTAGE, INTAGE RESEARCH, INTAGE Healthcare, INTAGE TECHNOSPHERE, and INTAGE ASSOCIATES

*As of June 2022

In March 2017, INTAGE RESEARCH Inc. was designated as an "L-boshi" company on the basis of the Act on the Promotion of Female Participation and Career Advancement in the Workplace. We have achieved the "third level."

[Topics] Support for balancing of work and child raising by INTAGE TECHNOSPHERE Inc.

Every worker sometimes has issues in different life stages. Especially, worries about balancing of work and child raising never end. Considering that establishing a climate where employees understand and respect each other is important as well as developing an employment system and a work environment, INTAGE TECHNOSPHERE works on the support for the balancing of work and child raising or nursing care, and the support for male employees' participation in child raising.
As one of the activities, the company held a workshop in February 2020 to provide an opportunity to give thought to the appropriate balance between work and child raising that suits each employee.

workshop

workshop cards

SUPPORTING THE PERFORMANCE OF PERSONS WITH DISABILITIES

The INTAGE Group values the individuality of employees with disabilities, and has established an environment for such women and men to demonstrate their ability and keep growing. We have been hiring employees with intellectual disabilities since 2015. In addition to office support work such as in-house delivery, their jobs have been expanded by subcontracting individual jobs from Group companies. As part of self-development, an SDGs study group has been organized to learn about the 17 SDGs and to think about their own contribution to society, and a SDGs debriefing session has been set up as a place for presentation.
Since 2019 athletes with disabilities have been joining our workforce and are playing an active part. We will continue to create a workplace where all employees inspire each other, and respect and augment their differences.

Supporters Awards

Employees with disabilities belong to the Diversity Promotion Division, and they perform tasks at different places. In order to express gratitude to employees who support them in each workplace, the "Supporters Awards" are presented once a year.

Skills training

We implement business skills training to improve business etiquette, PC (Excel, Word, PowerPoint) skills, and so on. We are also trying to run training that is useful for work, such as online English conversation lessons with native speaking instructors.

Regular interview

An annual goal is set in order to improve business skills and human skills. Moreover, a monthly work-related goal and living-related goal are set, which are reviewed at an interview with an external clinical psychologist once a month.

[Topics] Initiatives for SDGs

In response to The DECLALATION TO ACHIEVE THE SDGs, a workshop is held to understand SDGs and to make next-generation think about SDGs, through making sugoroku (a Japanese board game), karuta (a traditional Japanese card game) and some games. At the workshop our employees work as a teacher to support them. In the fiscal year 2022, a SDGs debriefing session has been set up as a place for presentation.

THE WORKSTYLE OF THE INTAGE GROUP

The INTAGE Group continuously develops an environment to enhance the professionality of each employee from various angles in order to ensure the sustainable growth of the Group companies.

Autonomous choice of where and when to work

The INTAGE Group is implementing measures to maximize willingness and potential of employees as professionals. Starting in 2017, we have been expanding a fully-flexible work system, which eliminates the core time (mandatory working hours), as well as a remote work system, thereby enabling employees' autonomous choice of where and when to work.
In fiscal 2021, we promoted measures to respond to changes in working styles caused by the popularization of remote work. A Collaboration Grid, which was newly opened on the 9th floor of the Akihabara Office as a new kind of office, aims to be a place for any Group employee to freely use, and to make use of it as a space for group colleagues to get to know each other beyond the immediate relations based on the company, and to thereby invigorate communication.

Autonomous choice of where and when to work

Group Job Challenge (job posting in the Group): System to think about your career

We promote the "Group Job Challenge" for the purpose of intertwining of the needs of the Group and the career formation of employees, and revitalizing the mobility of human resources. By openly recruiting mid-career workers within and outside the Group, we support our employees to proactively think about their own careers and to take on a challenge. We believe that the increase of transfers due to the Job Challenge will lead to revitalization of the Group.
We have also established the "Group Career Design," a service where employees can consult anytime they have trouble with their career, in the department responsible for human resources in INTAGE Holdings. They provide consultation for a wide range of matters that are difficult to solve within a company.

Promotion of communication across organizations

In addition, with the aim of making employees inter-connected beyond their organizations and companies, events and communities have been established via internal social networking and Web conferencing services, and communications have been enhanced.
As for the future of the office, we listen to employees' views about what is desirable as an office environment for collaboration and seek new workstyles by which individuals and teams can maximize value.

[Topics] "KTPT (Know today, Power tomorrow)" online event to establish a virtuous cycle of learning from each other

The INTAGE Group regularly conducts an online event, KTPT, aimed at group-wide voluntary sharing of insights. Each time three presenters make presentations on a variety of themes, including insights and communication ideas gained from work.
Employees are free to participate in it and enjoy the interactions by posting their thoughts and questions, supplementing their insights, and so on.
This initiative was recognized as contributing to employee engagement and a positive mindset, and was awarded the Encouragement Award in the 2021 HR Technology Grand Prize competition.

KTPT

HR Technology Grand Prize

Promote employees' wellness

The Health Promotion Department of INTAGE ASSOCIATES, Inc. leads the health management of the INTAGE Group and conducts regular health examinations, interviews with industrial physicians, and stress checks.
In addition, a "condition meter" to check the physical and mental status of group employees is regularly employed in cooperation with the Personnel Affairs Department. By monitoring this simple questionnaire on employees' work conditions, job motivation, physical and psychological aspects, sleep conditions, and other factors, changes in the physical and mental health of employees can be speedily captured, leading to an appropriate response. Together with the Internal Marketing Research (IMR) employee survey, this is used to improve the quality of life (QOL) of employees and to create an environment where they can continue to work with peace of mind.

INTAGE HOLDINGS and INTAGE ASSOCIATES being recognized as the 2022 Certified Health & Productivity Management Outstanding Organization
INTAGE HOLDINGS and INTAGE ASSOCIATES was awarded the "2022 Certified Health & Productivity Management Outstanding Organization (Small and Medium-sized Enterprise Category)" as one of top-ranking enterprises that promote health and productivity management as part of their management strategy. This Certified Health & Productivity Management Outstanding Organizations Recognition Program is designed by the Ministry of Economy, Trade and Industry (METI) and conducted by Nippon Kenko Kaigi.

Health and Productivity 2022