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 the "Career Design System (Career Questionnaire)," we will create opportunities for dialogue with partners and regularly check their voices. By sharing the voices of our partners at the Human Resources Strategy Meeting*, a weekly strategic meeting specializing in human resources with the participation of senior management members, we are implementing work style reforms, improving the internal environment, and supporting growth through new job assignments and department transfers based on the voices of our partners.

*Participants: Vice President, Chief Managing Executive Officer, Senior Managing Executive Officer, GMO-EP President, GMO-PS President, GMO-FG President, Human Resources

Integrated Reports Human Resources Strategy

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 our diverse partners to develop their careers over the long term, we are expanding our support measures, such as the institutionalization of staggered commuting, shortened working hours, and telecommuting, the permanent establishment of the GMO Bears children's room and specialized consultation desks, and the introduction of subsidies for the use of babysitters.

• Kids' room "GMO Bears": A company-led childcare facility that can take care of children from 57 days after birth.
• Paternity and Maternity Leave and Childcare Leave Consultation Desk: A contact point where you can easily consult about internal and external systems and career concerns.
• Maternity leave: Special leave used when you are not feeling well (morning sickness, etc.) before maternity leave or for regular health checkups.
• Spouse maternity leave: Special leave used to witness the birth of a spouse.
• Filial piety allowance: An allowance intended to be used to express gratitude to parents and family members.
• Family Support System: Assistance for hospital visits for infertility treatment with a lump-sum payment and special leave.
• 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 "Smacare": A contact point where you can easily 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: Support for voluntary career 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~

• 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.
• Advisor system: By formulating a development plan and conducting monthly reviews, we support independence as a businessperson at an early stage.
• 360-degree multifaceted evaluation system: We support the self-growth of our partners by evaluating their desired mindset, the degree of practice of their actions, and the performance of their duties as management from an objective perspective (360-degree evaluation method).
• One-on-one training: Partners who join the company as new graduates experience the work of the main departments and understand the overall picture of the company, and then select the department they want to be assigned to.
• Post-employment interview: An opportunity for HR to check the progress of onboarding in an interview format and exchange opinions on issues and improvement suggestions felt after joining thecompanyNEW
• Onboarding Pulse Survey: A system that regularly monitors the onboarding status of career employees and their supervisors in the form of a questionnaire and uses the results for 1-on-1communicationNEW
• PG Business Training: Helps students develop skills to become business leaders who drive continuous business growth.
• Management training: We regularly conduct various training programs for all managers to support the leaders who lead the Company.
• Career Consultation Desk: A contact point where you can feel free to consult about your future career, work style, and skill improvement.

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 & Productivity Management Promotion Structure

Led by the Chief Well-being Officer (CWO), we have established an organizational structure specializing in health maintenance and promotion, and support the healthy and active lives of our partners through a wide range of programs in "food," "healing," "revitalization," and "medicine."

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.

Typical examples of "Healing" programs

• Massage & Ohirune "GMO Bali Relax": A massage space and a nap space are available by appointment.
• "GMO Siesta": An environment that encourages short periods of sleep to help partners generate creative ideas. It is expected to have the effect of recovering from fatigue and improving 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

• Periodic health checks: We have established a system that allows patients to receive examinations other than statutory health checkups to achieve early detection, early treatment, and prevention of diseases. Visualization of health conditions through the use of PHR (Personal Health Record) is disseminated 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.
• 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 contact point where you can easily 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

In addition to complying with the statutory minimum wage in each country and region in which we operate, our basic policy is to payment wages that are competitive above the living wage.
With regard to the starting salary of new graduates, we have launched the "No.1 &STEAM Human Resources Recruitment Program for New Graduates with an Annual Salary of 7.1 Million Yen" in order to attract human resources with the highest potential in the new graduate age group.

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

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.

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

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