Diversity Equity & Inclusion

At ITOKI, based on the commitment of our top management, we consider our colleagues of various genders, ages, nationalities, disabilities, employment types, work styles, customs, values, etc. to be ``diverse human resources,'' and we strive to ensure that each and every one of us is ``lively and active.'' We aim to utilize our characteristics and demonstrate our potential.

1. tissue activation
   • Motivate employees and create an energetic organization by enabling them to demonstrate their individual abilities.
2. Creating new value
   • The knowledge, experience, and values of diverse human resources are combined to create new ideas.
3. Improving productivity and motivation
   • All employees can work with high productivity and a sense of fulfillment through flexible work styles.

We have been certified as the highest rank of ``Best Workplace'' in Japan's largest award ``D&I Award 2023,'' which certifies companies that work on diversity and inclusion. Furthermore, we received the "D&I AWARD Award" in the category of companies with 301 to 3,000 employees. ITOKI aims to be a company that maintains mental and physical health and continues to create innovation and provide value (added value) to society, and will continue to value diversity and inclusion (D&I) initiatives that support this. To go.

Itoki participates in project-type training aimed at transforming sales and nurturing female sales staff in different industries, and conducts demonstration experiments on sales transformation within the organization. Efforts that involved the company, such as interaction between salespeople (sharing sales skills) and interaction with other departments (building and strengthening sales support systems), were highly evaluated by the judges. We are implementing internal reforms based on this demonstration experiment activity. In addition, we are engaged in various initiatives to promote women's empowerment, including the women's empowerment community "SPLi", and have been evaluated by the Ministry of Health, Labor and Welfare and have been certified as "Eruboshi 3rd stage".

In recent years, ITOKI has been developing products that realize new office and work styles in response to the rapid diversification and digitalization of work styles, and the acquisition of highly specialized human resources is an essential requirement. This is one of the challenges. Therefore, in order to acquire highly specialized human resources from overseas in fields such as AI and mechanical engineering, we have been participating in the JOB FAIR held in Vietnam with the aim of matching Japanese companies and local students since 2022. As of 2019, two graduates of Hanoi University of Technology have joined our company and are expanding their career opportunities.
In December 2023, we held a signing ceremony for a letter of confirmation to establish a partnership regarding friendly exchanges and highly skilled human resources with Hanoi University of Technology.

Internally, from April 2023, ITOKI Group members in Japan and overseas will overcome all barriers, such as differences in language, way of thinking, and customs, to "independently learn from each other and develop into human resources who can play an active role on the global stage." The platform ITOKI Global Initiative “API” has been launched. By gaining a deep and fundamental understanding of the differences in culture, religion, customs, etc. of each country, we aim to improve understanding, thinking, and awareness of diversity and the true "global."

With the aim of creating a work environment that respects diverse family styles and allows everyone to work in their own way, starting in January 2023, common-law marriages, same-sex partners, their children, and parents will be treated in the same way as legal spouses and family members. We have introduced a "partnership system" that applies welfare benefits and regulations to employees. At the same time, regulations clearly state that SOGI harassment is prohibited and that sensitive personal information such as an individual's sexual orientation, gender identity, medical history, and infertility treatment will not be disclosed to other workers without the worker's consent. doing.

Starting in fiscal 2016, we have created an opportunity for employees who have taken childcare leave to have childcare career support interviews with their superiors and the human resources department (3 times in total: before taking leave, before returning to work, and after returning to work) to provide an opportunity to think about high-quality work styles, encourage continued employment, and increase productivity. This leads to improved sexual performance. Additionally, in 2022, we endorsed the ``100% Childcare Leave Declaration for Men'' and joined the ``Ikuboss Corporate Alliance''. By signing a labor-management agreement and allowing employees to work during childcare leave at the time of birth, the rate of male childcare leave taking in 2022 was 45.7% (+19.4% compared to the previous year).

• Support for balancing work and nursing care
• Mentoring initiatives to connect seniors and juniors from other departments
• Promoting the success of senior human resources