Respect for Human Rights

The Company supports and upholds the international norms of the UN International Bill of Human Rights, UN Guiding Principles on Business and Human Rights, and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work. In addition, the Company will fulfill its responsibility to respect human rights through internal rules and Employees’ Code of Conduct that all partners (employees) must adhere to, which stipulates the respect for basic human rights and principles that prohibit any discriminative treatment. We uphold equal opportunity and respect for diversity in accordance with the Venture Spirit Declaration as a member of the GMO Internet Group, which states that “we do not tolerate prejudice on the grounds of race, nationality, gender, educational background, language, religion, or any other factors. We value people for their ability and merits.” Furthermore, the Company strives to secure fair and equitable labor conditions by convening forums to foster mutual understanding with partners when necessary.

Human Resource


The source of a company’s comprehensive capabilities and competitiveness is determined by the diversity of its human resources and how well these are leveraged. To realize the aim of sustainable growth, it is important to recruit talent and establish talent development programs to raise the capability of all partners in order to realize our Mission, resolve social challenges through innovative creativity, and create corporate value.
Recruitment activities are based on that individual’s comprehensive abilities of thoughts/opinions, passion, and capability and does not consider gender, education, science-oriented or humanities/arts-oriented nor nationality.

Unit FY2020 FY2021 FY2022
No. of partners (Consolidated) Persons 625 714 799
of which, no. of women partners Persons 226 240 244
% 36.8 36.2 30.6
of which, women managers Persons 17 22 19
Total number of new recruits (Consolidated) Persons 123 105 154
of which, new graduates Persons 30 23 28
of which, women new graduates Persons 8 10 8
Employee turnover rate (Consolidated) % 6.1 7.2 8.1
Non-full time employees (Consolidated) Persons 17 21 18
% 2.7 3.1 2.2
Employee ratio of disabled persons (Consolidated) % 2.2 2.3 2.3
Average years of employment (Non-consolidated) Years 4.2 4.6 4.5
Average annual wages (Non-consolidated) Age 34.3 35.3 35.4
Average annual wages (Non-consolidated) Millions of yen 686 955 903
Percentage of paid leave users % 66.0 58.5 69.2
Number of child care leave users Male persons 2 5 9
Female persons 18 21 18
Percentage of child care leave users Male % 12.5 38.4 40.9
Female % 100 100 100
Return rate after childcare leave Male % 100 100 100
Female % 88.2 84.6 95.0
Number of family-care leave users persons 1 1 0
Percentage of health checkups received % 100 100 100
Total training hours undergone by partners Hours 17,644 21,301 23,600
Average hours of training per partner Hours 32.1 37.6 38.2
Total cost for training Thousands of yen 10,960 10,870 16,620
Average training cost per partner Thousands of yen 19 19 26
* The figures for no. of partners (consolidated) do not include seconded workers from external companies.
* The figures for FY2021 do not include the number of new recruits and employee turnover for BUFFORT Inc., which joined the group in April 2021 (Second half of FY2021).

Basic Policies for the Practice of Management Philosophy

As a member of the GMO Internet Group, "GMO-ism" including the founding principle of “Venture Spirit Declaration” is used in new recruit and management level training, and shared among all partners (employees)by reciting or reading it periodically at meetings and gatherings to apply this principle to steer our conduct.
Based on the belief that "people determine the company", the Company works to enhance the working environment for partners' personal growth and the full realization of their potential that manifests in the business' growth.

Venture Spirit Declaration

HR Development

360 Degree Evaluation System
System in which a partner can evaluate their line manager anonymously
Advisor System
System to support the early development of a business professional by drawing up a development plan and conducting monthly reviews
Career Design System
System whereby each person submits their career plans
One-on-One Training
New graduate recruits rotate to each division and to each GMO-PG consolidated company to experience their vision and work atmosphere, after which the new recruits select their designation
PG Business Training
Training program aimed at skills development to foster business leaders that can lead to a sustainable business growth

Workstyle Reforms

Based on the concept that a company should be the platform for individual growth, implement initiatives to continuously carry out workstyle reforms, including the establishment of proprietary talent development programs and welfare benefits;
share its vision with all partners to foster organizational growth; and provide the means to fully deploy its talent. Thanks to these efforts, the Company was certified as a Great Place to Work Certification for the 9th consecutive time in July 2023, in the survey conducted by Great Place to Work® Institute Japan.

Selected as the best company nine times in a row in the “Great Place to Work”

In March 2022, the company received the "Kurumin" certification from the Director of the Tokyo Labor Bureau, Ministry of Health, Labor and Welfare, under the Act on Advancement of Measures to Support Raising Next-Generation Children, for corporates that support child-raising, in recognition of our efforts to help partners balance work and child-raising, including the revision of staggered office hours and revision of the scheme for short working hours, and implementation of subsidy for babysitter use.

In addition, building a work environment to enable long-term career-building and establishing specialized consultation centers such as for careers, maternity and paternity leave, has resulted in the active appointment of women to managerial positions. As a result of such initiatives, the Company received the highest 3-star “Eruboshi” certification for its promotion of empowerment of women from the Director of the Tokyo Labor Bureau, Ministry of Health, Labor and Welfare, in July 2023.

Health maintenance and improvement initiatives

GMO-PG Health Declaration called "Well-being With Partners."

In order for the Company achieve its purpose of "Pursue both spiritual and material prosperity by contributing to the advancement and progress of society," it is indispensable for partners, our foremost colleagues, to grow and unleash their full potential sustainably. The Company therefore supports various programs on "Diet," "Healing," "Movement" and "Medicine" for the maintenance and improvement of health of our partners to express our sincere wish for all partners to achieve happiness.

・Initiatives to Reduce Long Working Hours
In order to comply with the Labor Standards Law and suitably manage partners’ labor condition, the Company thoroughly manages and disseminates the applicable rules through an office attendance system, an operation manual for partners, and stipulate the related items in the rules of employment. Specifically, the monthly overtime hours is limited to 80 hours in principle and the daily start and end of work time is recorded in the office attendance system which is corroborated with the access logs, connected to an alert that is automatically displayed when overtime work is expected to exceed a certain limit. Preventative measures against long working hours are carried out by aggregating the attendance record twice a month. The employee expected to work excessively long hours and the employee’s line manager is sent the results of the report along with a warning. In addition, the Company takes steps to formulate business operation plans, levelling of workload and making appropriate personal allocations in order to reduce long working hours. Furthermore, medical consultation with a full-time occupational physician is made available, and the Company is focused on pre-emptive health management of all partners before the occurrence of long working hours by confirming the health conditions on a daily basis.
・Promotion of health checkups
Aim for early detection and early treatment for diseases by arranging a system to undergo not only the statutory health checkup but also the various complete medical examination items.
・Mental Health Measures
The Company supports the "mental health" and "physical health" with the help of specialist physicians. The health of a partners is undertaken comprehensively not only by that individual but also by the home doctor, occupational physician, affiliated division and HR.
・Measures Against Infectious Diseases
With the spread of COVID-19 the Company immediately transitioned to work-from-home structure on January 26, 2020 (which was later formally standardized), and formulated a proprietary standard called "Issuance and Response Levels for Countermeasures During A Pandemic" in order to protect the lives of partners and continue the business activities that goes beyond the countermeasures stipulated by the government and/or municipal. Office attendance is modified according to these standards. In addition to a prompt response to occupational vaccination, free vaccination was provided not only to partners of the Group but also family, friends, important others, subcontractors, vendors and local business community.
・External Evaluation

The Company has been certified as a Health and Productivity Outstanding Organization 2023 by The Nippon Kenko Kaigi, an organization administered by the Ministry of Economy, Industry and Trade (METI) on March 2023, in recognition of the Company’s initiatives to maintain and improve health, as highlighted above.

Certified as Health and Productivity Outstanding Organization 2023 (Large Enterprise Category)

In addition to a 100% achievement of annual health checkups, the six initiatives consisting of ① responding to the annual health checkup results, ② building an environment conducive to healthiness, ③ nutrition and food, ④ exercise, ⑤ non-smoking and, ⑥ mental health, are indispensable in supporting a healthy and active lifestyle of partners. In recognition of these initiatives, the Company has been awarded the Silver Certificate for “excellent health company” from the Tokyo Federation of the National Federation of Health Insurance Societies.

Develop the Systems and Structures for Personnel to Flourish

The Company has established a whistle-blower system to thoroughly implement compliance. The Company has established a system to appropriately respond based on the results of the investigation that is carried out in a fair and objective manner while securing the anonymity and secrecy of the whistle-blower. In addition, the Risk & Compliance Division conducts harassment prevention training periodically to all partners including managerial level staff as well as training for taking the appropriate response when a harassment report has been filed.

Employee Benefit Programs

・On-site Childcare Facilities
An on-site childcare facility is available for working parents. There are many partners that commute to work with their children, drop the child at the childcare facility and return home with the child, and the facility can be used by men and women.
・Maternity Leave
Employees can take up to eight working days of leave (Special Paid Leave) before the start of prenatal leave for the purpose of regular health check-ups and for feeling unwell (such as morning sickness).
・Spouse Childbirth Leave
When a partner’s spouse is about to give birth, the spouse can take a special paid leave of a maximum of five working days during the 30-day period before and after the day of childbirth, including the day of childbirth. This enables partners to provide support and participation in childbirth labor.
・Childcare Leave
Partners and part-timers can take leave until the child reaches three years of age.
・Parental Care Leave
This allowance is paid for the purpose of showing appreciation and respect to parents.
・Other Programs
・Family Support System (Pregnancy Support)
・Childbirth Special Payment

Welfare facilities of GMO Internet Group

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.

Co-existence with the Community

Basic View

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

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.
The Company carried out workplace vaccination drive for partners and their family members, vendors, and members of local business community by collaborating with GMO Internet Group according to the government’s policy regarding workplace vaccination for COVID-19.
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.

Provide impact finance to FinTech companies (microfinance) that promote financial inclusion

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.