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Sustainability

Our People

Aspiration for Our People

Women's Representation in Leadership

Strive for gender parity in senior executives by FY2030, up from 10% in FY2021, and in managers by FY2030, up from 39% in FY2021.

Striving for gender parity among senior executives, those in managerial positions, and total employees by FY2030 at Recruit Group*2.

Betting on the passion and ideas of our employees has long been our competitive advantage. This is why our leadership team remains committed to fostering an environment of inclusion and belonging, where everyone can thrive and drive innovation.

Strive for gender parity in senior executives by FY2030, up from 10% in FY2021, and in managers by FY2030, up from 39% in FY2021.

Value Creation Cycle

It Always Starts from Within

The starting point of Recruit Group's value creation cycle is each individual employee. By maximizing the curiosity and passion of our employees and empowering them to ‘bet on passion,’ we are able to create products and services that wow the world. When users and business clients are happy with our products and services, our businesses can succeed, and we can then share the success with shareholders. We believe that we can sustainably grow our corporate value when we prosper together with all of our stakeholders.

Learn more about Recruit Group Human Resources Management

A diagram of Recruit Group’s value creation cycle. We believe that if our employees continue to create products and services that users and customers love, our business will grow sustainably and we will be able to return profits to shareholders, which will lead to further investment in products and services.

Progress in FY2024

Result for Three Years Goal

Each Strategic Business Unit (SBU) worked to expand the pool of management candidates in FY2024 by providing employees with opportunities to grow their skills and gain experience. As a result, the ratio of senior management positions held by women increased from 10% in 2021 to 27.5%*4. While achieving the goal for the ratio of women in managerial positions proved challenging, due to factors such as the hiring freeze in the HR Technology SBU, we have made steady progress in our efforts.

Chart showing results against the three-year goal.

Furthermore, Recruit, which primarily operates in Japan where the gender gap is notably wide, expanded its managerial candidates through a coaching-based human capital development program and the clarification of the requirements for management positions. These initiatives significantly increased the proportion of women among managers. Compared to FY2021, the percentage of women in management positions rose from 26.8% to 35.0%, and in senior management from 9.1% to 33.3%.

Significant Improvement in the Ratio of Women in Managerial Positions Since FY2021*3

Since we have set our policy to pursue gender parity in FY2021, the ratio of women in managerial positions has significantly improved in each of the employee levels, as a result of the diverse initiatives implemented at each company of the Group*3.

We will continue to value the differences of each employee and invest in the ideas and passions that arise from their curiosity, creating new businesses and services.

* In May 2024, Indeed underwent a large reorganization, with a focus on spans of control and management layers to align with the commitment to simplicity and faster decision-making. The definition of managers changed in this process. Since the year-on-year changes from FY2021 will be disclosed annually going forward, the figures are based on Indeed’s new definitions of managerial positions.

A chart showing the progress of the women representation among each level of employees. Employees have maintained approximately 50% since FY2021. Managers have improved to 45.8% in FY2025 from 39% in FY2021, and senior executives have improved from 10% in FY2021 to 27.5% in FY2025.

Our Efforts toward Gender Parity

Leadership groups from each SBU are working to breakthrough their unique challenges posed by their respective business models and regional characteristics to accelerate Recruit Group’s journey toward the aspiration of gender parity.

Learn more about our initiative

Inclusion & Belonging at Recruit Group

We are promoting inclusion and belonging in Recruit Group from various perspectives.

Learn more about our initiatives

Toward a Gender-Equal World

Together with global change makers, Recruit Group is accelerating its efforts to transform not only itself, but society as a whole.

Learn more about our initiative

Our Latest Inclusion & Belonging Efforts

Learn more about our latest inclusion and belonging efforts on our corporate blog “Inside Out”.

Read Inside Out

  1. On this webpage, the number of years stated are reflective of the number of Recruit Holdings fiscal years, which begin on April 1 each year and end March 31 of the following year. All figures displayed here are approximate.
  2. Senior executive positions are defined as Senior Vice Presidents and Corporate Officers of Recruit Holdings and Matching & Solutions SBU, and CEOs of the Company's major subsidiaries and heads of key functions in the HR Technology and Staffing SBUs. Figures for managerial positions and employees are calculated from Recruit Holdings, SBU Headquarters and the primary operating companies of each SBU. Managerial positions mean those that have subordinate employees.
  3. The figures in the graph represent the total of significant subsidiaries of the Recruit Group as of 31 March 2025 (including the two newly established entities that, as of April 1, 2025, assumed part of the workforce of our major consolidated subsidiary Recruit Co., Ltd.).
  4. The three-year goal was established prior to the reorganization on April 1, 2025. Therefore, the result is based on the previous SBU structure and former definitions of management positions.