Diversity and Inclusion
ISID believes that when diverse human resources work together, new value is created and the Group can continue to grow. We strive to provide environments and systems allowing all our staff to work as suits them best, demonstrate their individual abilities, and play an active role regardless of race, religion, nationality, gender, gender identity, sexual orientation, age, educational background, or disabilities.
The Role of Women
One initiative on which ISID is particularly focused is promoting a broader role for women in the workplace. To this end, we promote the development of human resources, workplace environment improvements, and awareness regarding the possibilities for women’s career development.
Reflecting the requirements outlined in the Act on Promotion of Women’s Participation and Advancement in the Workplace, ISID has formulated an action plan to promote the workplace role of women. It has been promoting related initiatives since 2016, when the act came into effect.
At ISID, we aim to further enhance corporate value through efforts to promote the role of women. This is in line with our policy of ensuring and utilizing diversity, as well as improving employee motivation.
In order to increase the ratio of female employees in managerial positions, bringing it closer to the ratio of female employees to all employees, we have set the following three targets.
- Target 1Raise the ratio of female employees in managerial positions to 8%.
- Target 2Realize a female employee hiring rate of at least 20% (average of three most recent fiscal years).
- Target 3Boost motivation and willingness to grow among all employees, including women.
- Improving diversity management skills—targeting managers
- Supporting career building—targeting employees
- Continuing new graduate hiring efforts—targeting women college students
- Conducting employee awareness surveys, using analysis to ascertain actual conditions, identify issues, formulate improved measures
- Promoting dialogue with superiors, invigorating workplace communication
- Making improvements to create comfortable workplace environments
- Diversity and inclusion management training for managers
- Training to support female employees’ career development
ISID plans to keep up its efforts to create workplace environments in which a diverse range of employees can demonstrate their strengths, take on challenges, and grow.
ISID received the highest three-star Eruboshi certification from the Minister of Health, Labour and Welfare on July 16. The Company previously had two-star status.
Based on the Act on Promotion of Women's Participation and Advancement in the Workplace, the certification recognizes companies that have made outstanding progress in promoting broader roles for women in the workplace. In this context, ISID is seeking to develop a more comfortable work environment, run workshops and training to support the career development of female employees, and expand systems supporting a balance between work, childcare, and nursing care.
In 2007, ISID received Kurumin certification from the Minister of Health, Labour and Welfare as a good child-rearing support company based on the Act on Advancement of Measures to Support Raising Next-Generation Children.
Then, on March 23, 2016, we received the special Platinum Kurumin certification based on the same act.
The latter award is made to Kurumin-certified companies that make greater efforts, specifically to promote the introduction and use of systems that support a balance between work and child-rearing.
People with Disabilities
Given its stance on diversity and inclusion, the Group focuses on hiring people with disabilities and encourages them to succeed. In this way, we facilitate mutual recognition and provide an environment in which the individuals can work in a safe, secure, dynamic, and rewarding environment.
Our workplaces provide equal opportunities for all, enabling them to meet challenges and grow according to their separate aspirations and career plans.
Many of our employees play a number of roles, as they make the most of their characteristics and strengths.
ISID has set up relaxation rooms to help those employees who mainly work at desks to relax and overcome their sore shoulders and back pain.
Acupuncturists, moxibustion specialists, licensed masseurs and masseuses, as well as other qualified staff provide a variety of therapies.
Head Office and the Mitaka Satellite Office (established in 2013) provide support services for staff. The latter location functions as ISID’s Human Resources Department. Many people with disabilities are working here.
We support their career development by helping them to maximize their professional skills. This we achieve by devising appropriate methods of communication and support systems through the compilation of appropriate work manuals.
By facilitating the transfer of most clerical work—including each department’s data entry requirements, the conversion of documents to PDF format, and website maintenance—our support systems at the same time help improve ISID-wide business efficiency.
In November 2017, we launched a satellite office in Yokohama's Tsurumi district. This office allows employees with disabilities to work independently and maintains a hydroponic herb garden, from which it makes herb teas and herb infusions for baths that the employees can enjoy.
Subsidiary for People with Disabilities
In January 2020, the Group established a wholly owned subsidiary, ISID Bright, Ltd., to increase employment opportunities for people with diverse individuality and improve their work environment. ISID Bright gained certification as a special subsidiary1 based on the Promotion of the Employment of Persons with Disabilities Law as of April 1, 2021. At the same time, four ISID Group companies were certified for Group application.2
- 1. In the event that a business operator establishes a subsidiary that gives special consideration to the employment of people with disabilities and meets certain requirements, this system allows the actual employment rate of people with disabilities to be calculated such that people with disabilities employed by the subsidiary will be counted as being employed by the parent company.
- 2. Under the system of group application, if parent company special subsidiaries are certified as meeting certain requirements, other related subsidiaries (affiliated companies) are also treated as part of the parent company.
Employment Rate of People with Disabilities
As the digital transformation advances, the birthrate declines, and the population ages, IT human resources shortages are expected to become increasingly serious.
We recognize that securing human resources and allowing them to work to the best of their respective abilities are factors that will help alleviate many of the pressures with which our clients and society are grappling. For this reason, we are creating environments in which seniors can play an active role.
Retirement at 65
ISID offers two employment plans: one is for full-time work and the other for specific times/days. The full-time plan allows employees 60 years of age to continue working until the age of 65. This they can do under the same conditions as employees below the age of 60, in terms of remuneration (excluding certain allowances), how they are treated at work, and benefits.
The times/days plan is designed to fit in with individuals’ lifestyles. The time worked each week can be between 20 and 35 hours, as the individual wishes.
The work requirements are determined according to the level of work for which an employee is responsible. Remuneration is on an individual basis, reflecting the work performed and hours worked.
Besides the option of retiring at the age of 65, ISID employees may still choose to retire at the age of 60, as was the former only option.
Career Design Seminars
Mainly for employees aged 50 years or older, ISID conducts seminars geared to broadening self-awareness. They are based on the latest career-related theories and allow participants to reconsider their workstyle and design a career best suited to their needs.
ISID trains job applicant interviewers in the principles of fair recruitment. The Group recruits staff based on an applicant’s personality, abilities, and aptitude.
Nationality, gender, and age are irrelevant, as is the university attended. Matters not related to the applicant’s abilities and aptitude, such as registered domicile and religion do not appear in the document that is screened and at interviews.