社会（Social）Social

Human Resources Strategy
Human Capital ~Commitment to 25% growth and pursuit of organizational capabilities to take on challenges~

Human Resources Strategy Basic Policy

Based on the management principles of "Pursuing the spiritual and physical enrichment of comrades by contributing to the progress and development of society," we are promoting investment in human resources, which are the source of growth, in order to achieve sustainable growth based on the philosophy of "Source of Growth = "People Determine the Company".
In order for each partner to have pride and job satisfaction in their work and to maximize their abilities, we will achieve value creation that exceeds the expectations of our stakeholders by co-creating the three themes of "respect for diverse human resources," "support for voluntary career development," and "improvement of well-being" as a company.

Action Guidelines for Implementing the Corporate Philosophy

As a member of the GMO Internet Group, we share the GMO-ism, including the Spirit Venture Declaration, which is the founding spirit of the Group, with all partners (employees) at the time of joining the company, through training for managers, and through chanting and refills at regular gatherings, and uses it as a guideline for our actions.
In addition, we summarize our own norms in "Business Principles" and share keywords such as "President's Principle" and "Blame others for themselves" with our partners, and we are working toward the same vector to enhance our growth potential.

Human Resources Strategy Promotion Structure

Starting from the "Employee Satisfaction Survey" and "Career Design System (Career Questionnaire)", we will create opportunities for dialogue with partners and regularly check their voices. Partner Voices are shared and discussed once a week in the "Human Resources Strategy Council*", a strategy meeting specializing in human resources that is in charge of human resource recruitment, development, evaluation, compensation, and well-being management and diversity management, with the participation of senior management members.

*Participants: Vice President, Chief Managing Executive Officer, Senior Managing Executive Officer, Managing Executive Officer, President of GMO-EP, President of GMO-PS, Chief Well-being Officer (CWO), Human Resources

Diversity

Theme 1: Respect for Diverse Human Resources ~Diversity & Inclusion~

We call our employees our partners. This is because what is important is not a sense of belonging, but that each partner has high aspirations and ownership and continues to grow together with the company and business.
We recognize that creating an environment in which diverse partners can play an active role will lead to the creation of corporate value.
As a member of the GMO Internet Group, the "Spirit Venture Declaration" states, "We will eliminate all discrimination in terms of race, nationality, gender, educational background, language, and religion. We are striving to respect diversity and equal opportunities.

Our slogan is "Recruit by all, nurture by all."

Our policy is not to limit recruitment and training to the role of only Human Resources Department family, but to "recruit and nurture everyone." By working together as a company to recruit human resources with the highest potential, we are fostering an organizational culture that respects diversity.

Support for balancing childcare and work ~Proactive childcare rather than cooperation~

In order to enable diverse partners to develop their careers over the long term, we are expanding support measures such as institutionalizing staggered commuting (weekly and monthly), shortened working hours, and telecommuting (hybrid work), permanent establishment of a children's room "GMO Bears" and specialized consultation desks, and the introduction of assistance for babysitting users.

• Kids' room "GMO Bears": A company-led childcare facility that can take care of children from 57 days after birth.
• Mom and Dad Consultation Desk: A specialized service where you can consult about internal and external systems and career concerns.
• Maternity leave: Special leave that can be used before maternity leave when you feel unwell (morning sickness, etc.) or for medical checkups.
• Spousal Maternity Leave: Special leave that can be used to witness the birth of a spouse.
• Filial piety allowance: An allowance for the purpose of expressing gratitude to parents and family.
• Family Support System: Assistance for hospital visits for infertility treatment with a lump-sum payment and special leave.
• GMO Yours Home Meals: Sell frozen meal kits to reduce the burden of cooking after work. Through body-friendly cooking supervised by registered dietitians, we support a relaxed life.
• Other systems: Childcare leave (up to 3 years old), babysitter subsidy, childbirth congratulatory money, etc.

GMO Internet Group Welfare Facilities

Support for balancing nursing care and work ~To keep that smile~

In order to create a work environment where partners who face nursing care can spend time with a smile and to prevent them from leaving their jobs for nursing care, we are expanding support measures such as hybrid work that combines going to the office and working from home, institutionalizing staggered commuting that allows employees to choose from a weekly or monthly basis, and establishing a permanent specialized consultation desk.

• Hybrid work: A flexible work option that combines in-office and home-based work.
• Staggered commuting system: Flexible work options that can be selected on a weekly or monthly basis.
• Nursing care consultation service "Smart Care": A specialized service where you can consult about internal and external systems and career concerns.

External Evaluation

GMO Internet Group Certified by the Government and municipalities

Human Resource Development

Theme 2: Voluntary Career Development Support ~Human Resource Development~

We value the voluntary career development of our partners. Through the Career Design System and the Career Consultation Desk, we provide opportunities for each partner to think independently about their medium- to long-term careers. In addition, through these mechanisms, we have established a system that allows employees to regularly declare their wishes for assignment changes and job rotations.

Our slogan is "A company is a place to nurture people."

Based on the recognition that "a company is a place to nurture people," we will continue to strengthen our support through our unique development programs so that all of our partners can grow into business leaders who drive continuous business growth.

Training and Development System ~A Place to Support Voluntary Career Development~

• LEP (Leadership Empowerment Program): A training program for managers who play a core role in organizational management, human resource development, legal compliance, etc. Provide opportunities to develop competencies and management skills required for each level.
• Career Design System: Once a year, all partners think about their own short, medium, and long-term careers and apply for assignment changes or job rotations.
• In-house short-term study abroad program: Facilitates inter-organizational collaboration through personnel exchanges between internal organizations and provides partners with opportunities to experience career change and grow.
• PG Business Skills Training: Helps you develop skills to become a business leader who drives continuous business growth.
• Career Consultation Desk: A contact point where you can feel free to consult about your future career, work style, and skill improvement.
• Other training systems: One-on-one training, advisor system, e-learning, post-employment interviews, onboarding pulse surveys, etc.

Award System ~A Place to Appreciate and Honor~

• GMO-PG AWARD: A recognition system jointly held by our consolidated companies to recognize outstanding initiatives through partner voting.
• GMO AWARD: An award system jointly held by the GMO Internet Group to honor outstanding initiatives through partner voting.
• Convention: An award system jointly held by our consolidated companies to invite students to travel to Hawaii every year to express our gratitude to those who have achieved the highest grades.
• Long Service Award: An award system jointly held by the GMO Internet Group to express gratitude every 10 or 20 years of service.

Health & Safety

Theme 3: Improvement of well-being

In order to achieve sustainable growth, it is essential that human resources, who are the source of growth, are healthy both physically and mentally.
At our company, we have a GMO-PG health declaration "Well-being with Partners" with the hope that all the partners we meet through our company will be happy.

Health and Productivity Management Promotion System and Strategy Map

We have established an organizational structure centered on the Chief Well-being Officer (CWO) to support the healthy and active lives of our partners through a wide range of programs such as "food," "healing," "leap," and "medicine." We quantitatively measure the promotion of well-being management and the health status of our partners, discuss it repeatedly at the Human Resources Strategy Meeting, and monitor it with the aim of improving specific measures. KPIs are dynamic KPIs that can be reviewed in response to changes in the external environment and the penetration of well-being management.

Typical examples of "food" programs

• Synergy Cafe "GMO Yours": As a large-scale communication space, we offer a lunch menu supervised by a registered dietitian. An extensive beverage menu and snacks are also available to support your partner's mental and physical health through food.
• Measures to Promote Internal Communication "Teamwork Subsidy": In order to support the creation of opportunities for interaction between partners and to revitalize internal communication, we provide support for teamwork formation activities through social gatherings and other occasions.

Typical examples of "Healing" programs

• Massage & Ohirune "GMO Bali Relax": A massage space and a nap space are available by appointment.
• Hirone Space "GMO Siesta": We have created an environment where partners can sleep for a short time to help them generate creative ideas. It is expected to have a fatigue recovery effect and improve work efficiency and productivity.

Typical examples of the "Leap" program

• Fitness GYM "GMO OLYMPIA": You can train for various exercise purposes, from aerobic exercise to strength training. We also hold fitness events using the gym area to convey the joy of exercising.
• "10% or more work efficiency project": Utilize RPA, AI, robots, video, etc. to improve productivity and reduce working hours and labor costs. By taking measures to reduce total working hours and curb overwork, we prevent health problems for our partners.

Typical examples of the "Medicine" program

• Regular health checks: We will expand the number of health checkup institutions that can receive tests other than statutory health checkups, and subsidize optional costs to achieve early detection, treatment, and prevention of diseases. Spread the visualization of health status and other information through the use of PHR (Personal Health Record) throughout the company.
• Physical health and mental health: With the aim of improving health literacy, we implement measures for lifestyle-related diseases and stress management through the sharing of health information and training. For mental health measures, we have established a follow-up system consisting of attending physicians, industrial physicians, affiliated departments, Human Resources Department departments, health managers, etc.
• "Low-dose pill support" to address women's health issues: Introduced "Mediri for Biz," a low-dose pill medication support service, as a welfare system to subsidize users' expenses.
• Infectious disease countermeasures: Subsidies for influenza vaccinations and free provision of workplace vaccinations during the spread of the new coronavirus infection.
• Health consultation service "Cocokara": A specialized service where you can consult about internal and external systems and health concerns.

GMO Internet Group Welfare Facilities

External Evaluation

Labor Standards

Labor-Management Relations

We respect freedom of association and the right to collective bargaining as the rights of our partners. Employee representatives are elected by a vote of confidence. Led by employee representatives elected at each site nationwide, we maintain harmonious labor-management relations and build a rewarding work environment for all partners by concluding labor-management agreements, reviewing internal rules such as work rules, implementing health committees, and preventing occupational accident prevention activities.

Adequate wage payment

Our basic policy is to comply with the legal minimum wage in each country and region in which we conduct business activities, and to payment competitive wages that are higher than the living wage.

Initiatives to Reduce Long Working Hours

We will comply with laws, regulations, and labor standards regarding working hours in each country and region in which we operate, and prevent health problems of our partners by reducing total working hours and taking measures to curb overwork.
Specifically, we are promoting the "10 or More Operations Efficiency Project" to reduce and improve the efficiency of routine operations using RPA, AI, robots, video, etc., to improve productivity and reduce working hours and labor costs. In addition, by collating attendance system records with entry and exit logs, sharing and alerting management and managers of the results of labor status reports each time, automatically visualizing alerts for overtime work exceeding a certain level, and providing an environment in which employees can have an interview with an industrial physician at any time, in principle, we are working up to 80 hours per month to grasp the actual situation, reduce overwork, and manage health.
In addition, the contents of laws and regulations, labor standards, policies, and measures are developed internally in the form of employee work rules, guide portals, and operation manuals that can be viewed by partners at all times, and the rules are thoroughly enforced through training.
In addition to making a business plan in advance and appropriately allocating personnel, we will continue to strive to improve the well-being of our partners by taking the above measures.

human rights

Human Rights Policy

The Company will fulfill its responsibility to respect human rights by establishing guidelines such as respect for basic human rights and non-discriminatory treatment in internal regulations such as the Code of Conduct for Officers and Employees and the Human Rights Policy that all partners (employees) must comply with.

Human Rights Policy

Establishment of a monitoring system for human rights issuesNEW

In our Human Rights Policy and Procurement Policy, we clearly state our stance of respecting human rights in all our business activities. We also disclose and share our expectations regarding respect for human rights in documents with our domestic and overseas business partners and suppliers, and promote initiatives throughout the supply chain.
As a promotion system, the person in charge of human rights issues is the Corporate Support Division director, who supervises efforts to address human rights issues, and determines policies and responds to human rights issues.

In order to protect the human rights of all stakeholders, including executives, partners, business partners, customers, and local communities, we continue to disseminate our human rights policy and strengthen our monitoring system to prevent human rights risks.
For partners, we have established a system that allows us to quickly identify issues and concerns on the ground through engagement surveys and anonymous interviews. Based on the results of these surveys, we are promoting the creation of a comfortable work environment for everyone by taking effective improvement measures, such as correcting long working hours and expanding harassment prevention training.
We conduct a sustainability questionnaire once a year for major business partners and suppliers to continuously understand and improve human rights risks. Based on the results of the questionnaire, we check the status of human rights responses, and if certain risks are identified, we take strict measures, including requesting corrective measures and reviewing contract conditions, and promote improvement through continuous dialogue (engagement) and support depending on the situation.

Initiatives to Respect Human Rights in Business ActivitiesNEW

We promote initiatives that take human rights into consideration in all our business activities. In particular, in the "Global MSB Business" developed in Asian regions such as India and Indonesia, the impact of the project on the human rights of the ultimate borrower is positioned as an important evaluation item in the selection process of fintech companies to be financed to the end borrower.
Specifically, we recognize the following risks in the local area and strive to prevent them.
・Economic exploitation of the poor by setting excessive interest rates
・Intimidating collection and excessive collection with psychological and physical pressure
In order to avoid these human rights risks, we strictly check the actual operating conditions of loan interest rates, debt collection methods, and complaint response systems at the stage of selecting investment and loan partners. As a result of the review, we have a thorough policy of not doing business with businesses that are judged to be operating inappropriately or that there is a risk of human rights violations.
Going forward, we will further strengthen and refine our human rights due diligence process, and pursue risk reduction and transparency improvement throughout the value chain through continuous dialogue with local partners.

Whistleblowing System

In order to ensure thorough compliance, we have established a whistleblowing system that allows GMO-PG consolidated companies 's officers and employees, as well as officers and employees of contractors and business partners, to consult and report on acts that violate laws, regulations, internal regulations, harassment, and other professional ethics. Consultations and reports are handled by external lawyers and specialized staff External Director, and a fair and objective investigation is conducted while ensuring the confidentiality and anonymity of the whistleblower, and a system is in place to respond appropriately according to the content of the investigation, such as holding disciplinary committee meetings, reporting to the risk management committee and the Board of Directors, and implementing measures to prevent recurrence as necessary. In addition, the Risk Management & Compliance Department regularly conducts training for all partners, including managers, on harassment prevention and response to harassment reports.

procurement

Procurement Policy

In order to realize a sustainable society, we have positioned the fulfillment of our social responsibilities, including the reduction of environmental impact and respect for human rights, as an important management issue.
This policy shares our expectations from the perspective of sustainability with our business partners and suppliers, and aims to realize a sustainable society together. In addition, we demonstrate our basic stance on legal compliance, respect for human rights, environmental considerations, fair trade, information management, etc., and ask for positive efforts to the extent possible.

Procurement Policy

community

Coexistence with Local Communities

As a good corporate citizen, we will strive to create a sustainable society by harmonizing with local and international communities, building relationships of trust with stakeholders and sustainably improving corporate value, and actively contributing to society in order to realize prosperous and livable local communities and the international community.
With a view to not only contributing to the economy but also the participation of employees, we have identified "international exchange (community contribution)," "education (human resource development)," and "environment" as priority areas, and we will work to penetrate them on a globally consolidated basis.
In addition, as a member of the GMO Internet Group, we will contribute to the local community by stating that "our activities will enrich and enjoy the Internet, create new Internet culture and industry, and contribute to society and people by creating smiles and excitement for our customers."

Initiatives for Local Communities

・Revitalization of local economies in Japan

We are expanding the development of "Mobile Gift Certificate Platform byGMO", a service that digitizes paper gift certificates issued by municipalities, and helping to revitalize the local economy.
In addition, in addition to working to revitalize the region by establishing a cashless environment for the entire area in the region, we regularly conduct environmental beautification activities such as cleanup activities together with the local shopping streets and municipalities where our bases are located.

・Promoting finance inclusion overseas

We are promoting overseas investment and financing for finance inclusive FinTech companies that contribute to local communities, mainly in Southeast Asia and India. By providing technology-enabled finance services such as P2P lending platforms, buy now pay later services, and microfinance, we contribute to the improvement of the daily lives of the middle class and the development of SME businesses.

Collaboration with educational institutions

The University of Tokyo Data Scientist Training Course (DSS)

DSS is an educational program specializing in data science operated by the Graduate School of Information Science and Engineering, the University of Tokyo. The program consists of three stages: basic, applied, and practical, and its core lectures are characterized by students conducting actual analyses using actual data provided by business sites.
Through cooperation with this program, we support the training and development of data scientists. Specifically, we provide the course with mock data created with reference to the abundant payment and finance-related data handled by our company, and use it as a teaching material for data analysis and business suggestions.

Initiatives and Achievements to Date
・Improving the accuracy of fraud detection and proposing new fraud pattern detection methods
・Cases where the non-uniqueness of fraudulent transactions was focused on improving model performance
・Building a model that can prevent cases of non-payment

Social Contribution Activities Actual NEW

In the fiscal year ending September 2025, we set the key themes of "inheriting local culture," "nurturing the next generation," and "climate change countermeasures (environmental conservation)" in Japan and overseas, and carried out donation and support activities. The specific activities are as follows.
・Through support for the traditional event "Hakata Gion Yamakasa" in Fukuoka Prefecture, we have contributed to the preservation and inheritance of local cultural heritage and the revitalization of local communities.
・We supported the activities of the university rugby club. It supports the healthy development of young people through sports and contributes to the development of sports culture in higher education institutions.
・In India, we provided support for afforestation projects aimed at urban greening and biodiversity conservation. We are promoting environmental restoration from a global perspective and initiatives to mitigate climate change.

Employment Promotion

・Appointment of locally hired human resources

In addition to Japan, we are developing payment processing company and finance-related businesses in eight countries in North America and Asia, and we are actively employing local human resources with the high skills required at each site.
In addition, we are working with local financial institution and payment processing company companies to procure the services necessary for business development locally and operate our business rooted in the local community.

・Special Exception subsidiary Promotion of employment of people with disabilities through GMO Dream Wave

We promote the employment of people with disabilities throughout the Group. In particular, at the Miyazaki Office, we are actively promoting employment through GMO Dream Wave, which is a special subsidiary. In addition to working to create employment for people with disabilities, we are working to achieve the statutory employment rate stipulated in the Act on the Promotion of Employment of Persons with Disabilities by accepting diverse human resources, expanding opportunities for them to play an active role, and creating a comfortable working environment.

Social Data

Social Data