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Human Capital Strategy
Human Capital ~Pursuing Organizational Strength that Commits to 25% Growth through Bold Challenges~

Basic Policy on Human Capital Strategy

Based on the management philosophy of "pursue both spiritual and material prosperity by contributing to the advancement and progress of society," we believe that "Company is People" and will invest in human capital as the source of sustainable growth. The Company will strive to create value that exceeds the expectations of stakeholders to co-create the three themes of "respecting the diversity of our human resources," "supporting a self-designed career," and "improving well-being" together will all partners, so that each and every partner can take pride in their work, feel a sense of accomplishment and be able to exercise their full potential.

Code of Conduct in Practicing Our Corporate Philosophy

As a member of the GMO Internet Group, we share the Group's founding spirit--expressed through the "Venture Spirit Declaration" and other principles collectively known as "GMO-ism"--with all partners (employees). These are communicated through onboarding programs, management training sessions, and periodic gatherings where they are recited and reinforced through refills.
In addition, we have established our own internal code of conduct called the "Business Principles," which encapsulates principles such as "Act Like the CEO" and "Take Responsibility for Your Actions as well as the Actions of Others." By aligning all partners under a shared direction, we strive to enhance our collective capacity for growth.

Human Capital Strategy Structure

We create opportunities for dialogue with our partners by leveraging tools such as the Employee Satisfaction Survey and the Career Design Program (a career-related questionnaire), enabling us to regularly gather feedback from our partners. These insights are shared in the weekly "Human Resource Strategy Meeting," a strategic forum focused specifically on HR matters, attended by executive management* members. Based on this feedback, we implement initiatives to support partner growth--such as workstyle reforms, improvements to the workplace environment, new job assignments, and interdepartmental transfers.

* Participants are Executive Vice President, Senior Managing Executive Officer, GMO-EP President, GMO-PS President, GMO-FG President and Human Resources.

Integrated Report Human Capital strategy

Diversity

Theme1: Respecting the diversity of our human resource　~Diversity＆Inclusion~

The Company refers to its employees as "partners." We use this phrase to emphasize that each partner should grow along with the business and company with a sense of ownership and high aspirations, rather than emphasize a sense of belonging.
We acknowledge that building an environment where the diverse partners can reach their full potential which will lead to corporate value creation.
Our code of conduct is based on GMO Internet Group's Venture Spirit Declaration to "eliminate any kind of prejudice on the grounds of race, nationality, gender, educational background, language, religion, or any other factors. Value people for the ability and merits." Based on this, we strive to respect diversity and achieve equal opportunity.

Our motto is: "Hiring and nurturing are everyone's responsibility."

At our company, recruitment and talent development are not viewed as tasks solely for the HR department--we follow a company-wide policy of "hiring together and nurturing together." By engaging the entire organization in the recruitment of top-potential talent, we foster a culture that embraces and respects diversity.

Supporting Work-Childcare Balance -- From "Helping" to "Taking Initiative"

To enable our diverse partners to build long-term careers, we have expanded our support measures, including formalizing systems such as staggered commuting, shortened working hours, and remote work. We have also established a dedicated childcare room, "GMO Bears," along with a professional consultation desk, and introduced subsidies for babysitting services.

• On-site Childcare Facilities "GMO-Bears": Company-led childcare facility available from 57 days after birth.
• Papa-Mama Maternity and Parental Leave Consultation Desk: A dedicated contact point for casual consultations regarding internal/external systems and career concerns related to maternity or parental leave.
• Maternity Leave: Special leave available for health-related issues (e.g., morning sickness) or regular checkups prior to the official maternity leave period.
• Spouse Childbirth Leave: Special leave granted to attend the birth of a spouse or similar occasions.
• Parental Care Allowance: An allowance intended to express gratitude and appreciation toward one's parents and family.
• Family Support System (Pregnancy Support): Support for infertility treatment through lump-sum financial aid and special leave.
• Other Support Programs: Includes childcare leave (available until the child reaches the age of three), babysitter subsidy program, and childbirth celebration benefits.

Welfare facilities of GMO Internet Group GMO

Supporting the Balance Between Work and Caregiving -- So That Smile Never Fades

To create a workplace where partners facing caregiving responsibilities can continue to smile and thrive--and to help prevent them from leaving their jobs due to caregiving--we have expanded our support measures. These include hybrid work arrangements that combine in-office and remote work, flexible commuting hours selectable on a weekly or monthly basis, and the establishment of a dedicated consultation desk.

• Hybrid Work: A flexible working style that allows a combination of in-office and remote work.
• Staggered Commuting System: A flexible option that enables partners to choose their commuting hours on a weekly or monthly basis.
• Caregiving Consultation Desk "SumaCare": A contact point for casual consultations on internal/external caregiving systems or career concerns.

External Evaluation

GMO Internet Group Certification from Japanese Government and Municipalities

Human Resource Development

Theme2: Supporting a self-designed career

The Company encourages partners to voluntarily design their own career by providing the Career Design System and Career Consultation so that each partner can proactively structure their careers on a medium- to long-term basis. Based on these, the Company also has a system to periodically apply for divisional transfers and job rotation.

Our motto is, "A company is a place to foster personal growth."

The Company acknowledges that "a company is a place to foster personal growth" and will continue to strengthen the proprietary talent development program so that all partners can grow to become business leaders capable of sustainably driving the business forward.

Training & Development Programs ～Platforms for Proactive Career Design Support～

• Career Design System: Once a year every Partner reflects on their short-, mid- and long-term career goals and may request transfers or job rotations.
• In-company short-term study program: Facilitates inter-department exchanges that smooth cross-organizational collaboration while giving Partners opportunities for career-change experiences and growth.
• Advisor System: Partners draw up a development plan and review progress monthly with an advisor, accelerating early independence as business professionals.
• 360-Degree Evaluation System: Objectively assesses how well Partners embody required mind-sets and behaviors, and--where applicable--their managerial performance, supporting continuous self-development.
• One-on-One Training: New-graduate Partners rotate through key divisions, gain a holistic view of the company, and then choose their preferred assignment.
• PG Business Training: Develops the skills needed to become business leaders who propel ongoing growth.
• Management Training: Provides regular programs for all managers, supporting leaders who steer the company.
• Career Consultation Desk: A casual help desk where Partners can discuss future career paths, work styles, and skill enhancement.

Awards & Recognition Programs ～Platforms for Appreciation & Celebration～

• GMO-PG Award: An award system across GMO-PG and its consolidated subsidiaries to honor outstanding initiatives. Recipients are voted by partners.
• GMO Award: An award system of GMO Internet Group to honor outstanding initiatives. Recipients are voted by partners.
• Convention: An award system across GMO-PG and its consolidated subsidiaries to convey gratitude to high performers by inviting them on a trip to Hawaii. Convened annually
• Long Service Award：An award system of GMO Internet Group to convey gratitude for ten or twenty years of service.

External Evaluation

Health & Safety

Theme 3: Enhancement of Well-being

In order to realize sustainable growth, it is indispensable that the source of this growth--human capital--is physically and mentally healthy. The Company established the health declaration of "Well-being with Partners" with the wish for all partners to be happy.

Health Management Promotion Framework

Headed by the Chief Well-being Officer (Co), the Company supports the healthy and active lifestyle of partners through the various programs based on "diet," "healing," "movement," and "medicine," and to build an organization centered on maintaining and improving health.

Representative "Diet" Programs

• Synergy Café "GMO Yours": A large communication space offering dietitian-supervised lunches, a wide range of drinks and light meals, supporting Partners' physical and mental health through food.

Representative "Healing" Programs

• Massage & Nap "GMO Bali Relax": A reservation-only area providing massage and nap spaces.
• Nap Space "GMO Siesta": An environment that encourages short naps to aid recovery and boost productivity.

Representative "Movement" Programs

• Fitness Gym "GMO OLYMPIA": Supports everything from cardio to strength training and hosts fitness events that share the joy of exercise.
• Streamlining Routine Tasks "10 Percent-Plus Operational Efficiency Project": Leveraging RPA, AI, robotics, and video solutions to boost productivity while cutting working hours and personnel costs. By reducing total working time and curbing excessive overtime, the project safeguards Partners' health and prevents work-related disorders.

Representative "Medicine" Programs

• Periodic Health Checks: Offer tests beyond statutory requirements for early detection and prevention, with company-wide visualization of health data via PHR (Personal Health Record).
• Physical & Mental Health: Shares health information and training to tackle lifestyle diseases and stress, backed by an integrated follow-up network of medical professionals, line managers, HR and safety officers.
• Infection Control: Subsidizes influenza vaccinations and provided free workplace vaccinations during the COVID-19 pandemic.
• Health Consultation Desk "Kokokara": A casual help desk where Partners can discuss company schemes or personal health concerns.

GMO Internet Group Employee Benefit Facilities

External Evaluation

Labor Standards

Management-Labor Relations

The Company honors the right of assembly and the right to collective bargaining of partners. The representative employee is selected with a vote of confidence based on a candidacy system. The selected representative employees for each region in Japan primarily work to ensure an amicable management-labor relation and to build a motivating work environment for all employees through activities such as concluding labor agreements, revision of internal rules including labor regulations, implementation of Health Committee and activities to prevent labor accidents, etc.

Payment of Appropriate Wages

The basic policy is to distribute wages that not only comply with minimum wage standards of that country/region where the business activity takes place, but also for wages to be competitive and exceed the living wage level.
The Company has initiated the "No.1 & STEAM Personnel Recruitment: The New Recruit Annual Salary ¥7.1Million Program" for the starting wages for new graduates, in order to attract personnel with the highest potential among new graduates.

Initiatives to Reduce Long Working Hours

The Company strives to prevent health disabilities of partners by complying with the laws and regulations on working hours and labor standards applicable in countries and regions where businesses are carried out, as well as reducing the total working hours and implementing measures to restrain excessive work.
Specifically, plans are in place to reduce working hours and personnel costs as well as improve productivity by promoting the "Ten-plus Operational Efficiency Project" that utilizes RPA/AI/robots/streaming videos to reduce or make routine operations more efficient. In addition, assessment of actual work, restraint of excessive work and health management is carried out by limiting the monthly overtime hours to 80 hours, in principle, corroborating the office attendance system record with access log, sharing and reminding management and managers of the results of labor status reports accordingly, automatic visualization of alerts at any time for overtime work that exceeds a certain level and providing full-time access to an industrial physician.
Furthermore, thorough understanding of rules are enforced through the Rules for Employees, the guide portal and operation manuals that contain the laws, labor standards and details on various initiatives, which is available to partners for viewing at all times, as well as through training programs.
Going forward, the Company will work to improve the Well-being of partners by not only implementing the initiatives outlined above, but also to make appropriate personnel allocation and to compile work plans prior to the work.

Human Rights

Human Rights Policy

Responsibility for respecting human rights is fulfilled by establishing internal rules--including the Code of Conduct for Officers and Employees and the Human Rights Policy--that all partners (employees) must observe. These rules stipulate respect for fundamental human rights and forbid any form of discriminatory treatment.

Human Rights Policy

Whistle-Blower System

The Company has established a whistle-blower system for consultation and reporting of behaviors that violative occupational ethics such as harassment, violations of laws and regulations and internal rules, for the purpose of thoroughly enforcing compliance. This system can be used by all partners of GMO-PG and its consolidated group of companies, contractors and vendors. External Directors, external attorneys and specialized staff respond to the consultation and reports received and a fair and objective investigation is carried out whilst protecting the secrecy and anonymity of the whistle-blower. Adequate systems are in place to implement appropriate measures based on the investigation as necessary such as convening the Disciplinary Committee, reporting to Risk Management Commit such as convening the Disciplinary Committee, reporting to Risk Management Committee and/or Board of Directors and implementing recurrence prevention measures, etc. In addition, the Risk & Compliance Division conducts training periodically to all partners, including managerial level staff, on prevention of harassment and how to make appropriate responses when a harassment report has been filed, etc.

Procurement

Procurement Policy

Fulfilling social responsibilities--such as reducing environmental impact and respecting human rights--is positioned as a critical management priority in pursuing a sustainable society. This policy shares the Company's sustainability expectations with all business partners and suppliers, aiming to realise a sustainable society together. It also sets out fundamental principles on compliance, human-rights respect, environmental stewardship, fair transactions, and information management, and requests proactive initiatives wherever feasible.

Procurement Policy

Community

Co-existence with the Community

The Company strives to find harmony with the community, both local and global, as a good corporate citizen and also strives to sustainably raise corporate value through the relationship of trust built with our stakeholders. In addition, the Company endeavors to create a sustainable society by actively promoting social contribution for the realization of a prosperous and comfortably livable global community. All the consolidated global companies of GMO-PG will work to deepen the contribution to the priority areas of international exchanges (community contribution), education (talent development) , and environment, and not just on economic contribution, including involving employee participation in these endeavors.
As a member of the GMO Internet Group, we uphold the principle of conduct of Venture Spirit Declaration, which stipulates that "We aim to redefine the industry and foster a vibrant Internet culture. We believe in the importance of contributing to society and as a group, we continually seek to inspire enthusiasm in our customers and put smiles on their faces."

Community Initiatives

・Revitalization of local economies in Japan

The Company aids in revitalizing local economies by expanding the "Mobile Gift Certificate Platform byGMO" service, which enables the digitalization of gift certificates issued by local governments.
In addition, the Company is working to revitalize the local community by developing a cashless environment for the local area and its business operators and is partnering with local governments and local businesses where offices are located to carry out environmental beautification activities such as cleaning on a regular basis.

Promoting Financial Inclusion Overseas

The Company is promoting investments and loans to FinTech companies advancing financial inclusion and thereby contributing to the local community primarily in Southeast Asia and India. Additionally, the Company strives to contribute to the advancement of small-to-medium sized business operators and improving living standards of the middle class by providing services such as P2P lending platform, Buy Now Pay Later (BNPL), microfinance, and other financial services that leverage technology.

Employment Promotion

・Local Recruitment

The Company is actively recruiting highly skilled local talent in order to expand the Payment Processing Business and Money Service Business in the 8 countries spanning Japan, Asia, and North America. In addition, the Company is working to localize business operations through local procurement of the necessary services required to expand our businesses, such as collaborations with the local financial institutions and payment processing companies.

・Employment Promotion for People with Disabilities through GMO Dream Wave Inc.,a specified subsidiary

We are promoting employment for people with disabilities across the entire group. In particular, at our Miyazaki office, we are proactively promoting employment through GMO Dream Wave Inc.,a specified subsidiary.
In addition to creating jobs for people with disabilities, we are working to expand opportunities for diverse human resources to play an active role and create a comfortable work environment, and we are striving to achieve the legally mandated employment ratio for people with disabilities as stipulated in the Law for the Promotion of Employment of People with Disabilities.

Social Data

Social Data