Our Efforts toward Gender Parity

HR Technology SBU

Indeed, a part of HR Technology SBU, upholds Inclusion & Belonging as a core value. It believes that by embracing various perspectives and experiences, it can create a better workplace, make more effective decisions, and foster greater innovation. The company aims to create a workplace where everyone feels valued for who they are, has a sense of belonging, and has equal opportunities for growth.

Staffing SBU

Staffing SBU has already achieved gender parity among all employees and in managerial positions. The only remaining challenge toward gender parity is in senior executives. To achieve this goal, the SBU has been implementing various leadership development programs across its operating companies.

Succession Planning

Staffing SBU is advancing succession planning for its senior executives, including CEOs of major subsidiaries and SBU executives, while annually assessing if they were able to list senior executive candidates with various skills and backgrounds. The SBU also supports leadership development through 360 feedback assessments, and by providing opportunities for mentoring and coaching alongside specific development programs when required.

Marketing Matching Technologies SBU

Recruit, a major subsidiary of Marketing Matching Technologies SBU^*2, is committed to achieving both job satisfaction, which leads to career and evolution for all employees, and a flexible work environment suiting individual needs.

In terms of providing a flexible work environment, Recruit has been advancing initiatives since 2006 to provide an environment and opportunities where all employees can fully demonstrate their abilities. As a result, there is virtually no gender disparity in both years of continuous employment and the ratio of employees working while raising children.

Furthermore, following the announcement of Recruit Group's gender parity goals in 2021, Recruit has accelerated efforts to create a fair workplace where all employees can fully realize their potential and find greater meaning in their work. Across the organization, we have worked to expand the pipeline of management candidates by clearly defining leadership requirements. In parallel, we have implemented talent development programs that incorporate coaching methods. As a result of these efforts, the proportion of women in managerial positions has steadily increased, rising from 26.8%^*3 in FY2021 to 35.0% in FY2026.