Promotion of Diversity

To establish a human-friendly workplace (community) that enables people to feel happy and secure in working, which is one of BellSystem24's principles of conduct, we are enabling the diversity of our human resources and their workstyles while placing diversity at the center of our management policies.
At BellSystem24, employees with diverse characteristics have leveraged their abilities and aptitudes to achieve the growth of business. For continued growth, it is important for all employees to improve performance, feeling that they are respected and trusted by the company and their department. We would like to understand the personalities and backgrounds of our employees and promote the creation of a corporate culture and systems that support their successful careers.

In 2016, we established the Diversity Promotion Group, a special organization playing the main role in the realization of diversity. Now, the group is focused on the following three fields.

Formation of a Pipeline for Female Managers

Increasing the number of female managers is an important theme generally. It is critical that we establish a pipeline for our female managers as we are an organization where about 75% of our employees are women. As a result of past initiatives, the percentage of employees in managerial positions that are women has greatly improved from 10.6% in March 2016 to 14.1% as of March 2020. We will continue our initiatives proactively to continue to increase this percentage to 15.5% by March 2023, with a nonbinding target of 16-17%, while anticipating an increased number of women in executive positions in the future.

Specifically, we have enhanced the following initiatives.

Setting targets for the percentage of employees at all levels that are women
Selecting manager and senior manager candidates and supporting growth (e.g., selection training, career consulting, and individual growth plan preparation)
Career planning and supporting healthy work-life balances for employees with children (e.g., career workshops, networking, and e-learning)
Refreshing the awareness of managers and the creation of a corporate culture (e.g., unconscious bias training, lectures by external lecturers, study meetings about communications with female subordinates)

Creation of a Corporate Culture that Promotes Diversity

In accordance with the Pride Index, we have enhanced our initiatives to create a workplace that is friendly to diverse human resources, especially to sexual minorities. BessSystem24 won the Pride Index's bronze award in 2018, the gold award in 2019 (the first gold award winner in the industry) and the gold award again in 2020.

Specifically, we have carried out the following initiatives.

Work regulations revised to achieve equality for people in same-gender partnerships
Employee literacy increased (e.g., e-learning and lectures by external lecturers)
Employee declaration of LGBT allyship (through the preparation and distribution of stickers to all who wished to display them)
An LGBT and ally community composed of volunteering employees was established and activities were implemented

Our social contribution policies stipulate initiatives enabling people with disabilities as well as sexual minorities to choose diverse workstyles (no restrictions on time or place for working). We aimed to achieve a 2.6% employment rate of persons with disabilities (total percentage, including the employees of the special subsidiary Belle Soleil, Inc.) in fiscal 2020, and reached the target in July 2020. We will continue our initiatives to maintain this rate.

Workstyle Reforms Including Teleworking and Promoting the Taking of Annual Paid Leave

BellSystem24 has participated in Telework Days organized by the Ministry of Internal Affairs and Communications, the Ministry of Health, Labour and Welfare, the Ministry of Economy, Trade and Industry, the Ministry of Land, Infrastructure, Transport and Tourism, the Cabinet Secretariat, and the Cabinet Office in cooperation with the Tokyo Metropolitan Government and related organizations for three consecutive years. We have concentrated on workstyle reforms for our employees, having by 2019 approximately tripled the number of people teleworking compared to 2017.

Examples of other initiatives are provided below.

The full flextime system without core hours introduced.
Working from home increased.
Long working hours controlled (measures for promoting the taking of annual paid leave and the suppression of overtime).
The promotion of male employees taking childcare leave

BellSystem24 has arranged an environment and systems that enable employees with diverse backgrounds to achieve good work-life balances with security despite limitations on places of work and family situations. We will continue to focus on a diverse array of initiatives.
We will proactively advance these initiatives as a part of our efforts to enhance our business model that is supported by our many diverse human resources.