社会(Social)Social
人材戦略
人材/Human Capital ~25%成長にコミットし挑戦する組織力の追求~
人材戦略 基本方針
当社は、「社会の進歩発展に貢献する事で、同志の心物両面の豊かさを追求する」という経営理念に基づき、成長の源泉=「企業は人なり」という理念のもと、持続的な成長の実現のため、成長の源泉である人材への投資を推進しております。
パートナー一人ひとりが仕事への誇りと働きがいを持ち、能力を最大限に発揮できるよう「多様な人材の尊重」「自発的なキャリア形成支援」「Well-beingの向上」の3テーマを全社一丸で共創することで、ステークホルダーの期待を超える価値創造を実現します。
企業理念の実践における行動指針
GMOインターネットグループの一員として、グループの創業の精神である「スピリットベンチャー宣言」を含む「GMOイズム」を、入社時や管理職向けの研修、定期的に集まる場での唱和やリフィルを通じて、全パートナー(従業員)に共有し、行動指針としております。
また、当社独自の規範は「業務の心得」にまとめ、「全員社長主義」「他責も自責」のようなキーワードをパートナーと共有し、同じベクトルに向かうことで成長力を高めております。
人材戦略 推進体制
「従業員満足度調査」「キャリアデザイン制度(キャリアに関するアンケート)」等を起点に、パートナーとの対話機会を創出し、パートナーの声を定期的に確認します。パートナーの声は経営層メンバーが参画し週1回開催する、「人事」に特化した戦略会議である「人事戦略会議*」で共有することで、パートナーの声をもとにした働き方改革や社内環境の改善、新たなジョブアサインや部門異動による成長支援等を実行しております。
*参加者:副社長、上席専務執行役員、専務執行役員、GMO-EP社長、GMO-PS社長、GMO-FG社長、人事
Diversity
テーマ1:多様な人材の尊重 ~ダイバーシティ&インクルージョン~
当社は、従業員のことを「パートナー」と呼んでいます。大切なことは帰属意識ではなく、パートナー一人ひとりが高い志とオーナーシップを持って会社・事業と共に成長し続けることだからです。
当社は、多様なパートナーが活躍できる環境を構築することが企業価値の創造につながると認識しています。
GMOインターネットグループの一員として掲げる「スピリットベンチャー宣言」では、「人種・国籍・性別・学歴・言葉・宗教、すべての差別を排除する。実力本位。」という行動指針を明示し、多様性の尊重と機会均等に努めております。
合言葉は、「全員で採用して全員で育てる」
当社では、採用と育成を人事部門だけの役割に限定せず、「全員で採用して全員で育てる」ことをポリシーとしています。全社一丸となって最高のポテンシャルを持つ人材の採用に取り組むことで、多様性を尊重する組織風土を醸成しております。
育児と仕事の両立支援 ~協力ではなく主体的な育児~
多様なパートナーが長期的なキャリア形成を実現するため、時差通勤・短時間勤務・在宅勤務等の制度化やキッズルーム「GMO Bears」及び専門相談窓口の常設、ベビーシッター利用補助の導入といった支援策を拡充しております。
- キッズルーム「GMO Bears」:生後57日後からお預かり可能な企業主導型保育施設。
- パパ・ママ産休・育休相談窓口:社内外の制度やキャリアの悩みについて、気軽に相談ができる窓口。
- マタニティ休暇:産前休暇前の体調不良時(つわり等)や定期健診にご利用いただく特別休暇。
- 配偶者出産休暇:配偶者の出産立会い等にご利用いただく特別休暇。
- 親孝行手当:両親・家族への感謝の気持ちを表すために使用することを目的とした手当。
- ファミリーサポート制度:不妊治療のための通院を一時金と特別休暇で支援。
- その他制度:育児休業(最長3歳に達する日)、ベビーシッター利用補助、出産祝金等。
GMO Internet Group Welfare Facilities
介護と仕事の両立支援 ~その笑顔を絶やさないため~
介護に直面するパートナーも笑顔で過ごせる職場環境を整備し、介護離職を未然に防ぐため、出社と在宅勤務を組み合わせたハイブリッドワーク、週・月単位で選べる時差通勤等の制度化、専門相談窓口の常設といった支援策を拡充しております。
- ハイブリッドワーク:出社と在宅を組み合わせた柔軟な働き方の選択肢。
- 時差通勤制度:週・月単位で選べる柔軟な働き方の選択肢。
- 介護相談窓口「スマケア」:社内外の制度やキャリアの悩みについて、気軽に相談ができる窓口。
External Evaluation
Human Resource Development
テーマ2:自発的なキャリア形成支援
当社では、パートナーの自発的なキャリア形成を重視しています。「キャリアデザイン制度」や「キャリア相談窓口」を通じて、各パートナーが中長期的なキャリアを主体的に考える機会を提供しています。また、これらの仕組みを通して、配属異動やジョブローテーションの希望を定期的に申告できる仕組みも整えています。
合言葉は、「企業は人を育てる場所」
当社は、「企業は人を育てる場所」であるとの認識のもと、すべてのパートナーが継続的な事業成長を推進するビジネスリーダーへと成長できるよう、独自の育成プログラムを通じた支援を今後も強化してまいります。
研修・育成制度 ~自発的なキャリア形成支援の場~

- キャリアデザイン制度:パートナー全員が年に一度、自分自身の短中長期的なキャリアについて考え、配属異動やジョブローテーションの希望を申請。
- 社内短期留学制度:社内の組織間の人的交流による組織間連携の円滑化とパートナーのキャリアチェンジ体験・成長機会を提供。
- アドバイザー制度:育成計画書を策定し、毎月の振り返りを行うことで、早期にビジネスパーソンとしての自立を支援。
- 360度多面評価制度:パートナーに求められる心構えや行動への実践度合、マネジメントとしての職務遂行成果を客観的視点(360度評価方式)で評価し、当人の自己成長を支援。
- マンツーマン研修:新卒入社パートナーが主要部門の業務を体験し、会社の全体像を理解したうえで、配属希望部署を選択。
- PGビジネス研修:継続的な事業成長を推進するビジネスリーダーになるためのスキル開発を支援。
- 管理職研修:定期的に全管理職を対象にした各種研修を実施し、当社を牽引するリーダーを支援。
- キャリア相談窓口:今後のキャリアと働き方、スキルアップについて、気軽に相談ができる窓口。
表彰制度 ~感謝・称える場~
- GMO-PG AWARD:パートナー投票により、優れた取り組みを称える当社連結企業集団合同開催の表彰制度。
- GMO AWARD:パートナー投票により、優れた取り組みを称えるGMOインターネットグループ合同開催の表彰制度。
- Convention:成績優秀者に感謝の意を伝えるべく、例年ハワイで開催される旅行へ招待する当社連結企業集団合同開催の表彰制度。
- 永年勤続表彰:勤続10年・20年毎に感謝の意を伝えるGMOインターネットグループ合同開催の表彰制度。
External Evaluation
Health & Safety
テーマ3:Well-beingの向上
持続的な成長を実現するためには、成長の源泉である人材が心身ともに健康であることが不可欠です。
当社では、会社という縁で知り合ったすべてのパートナーに幸せになってほしいという想いを込めGMO-PG健康宣言「Well-being With Partners」を掲げています。
健康経営 推進体制
CWO(Chief Well-being Officer)を中心に、健康維持・増進に特化した組織体制を整備し、「食」「癒」「躍」「医」の豊富なプログラムを通じて、パートナーの健康で活動的な生活を支援しております。


「食」プログラムの代表例
- シナジーカフェ「GMO Yours」:大規模コミュニケーションスペースとして、管理栄養士監修のランチメニューを提供。豊富なドリンクメニューと軽食も取り揃え、パートナーの心と身体の健康を食からサポート。
「癒」プログラムの代表例
- マッサージ&おひるね「GMO Bali Relax」:予約制のマッサージスペースと仮眠スペースを設置。
- おひるねスペース「GMO Siesta」:パートナーがクリエイティブな発想を生み出す助けとなるよう、短時間の睡眠を推奨するため環境を整備。疲労回復の効果と作業効率や生産性の向上に期待。
「躍」プログラムの代表例
- フィットネスGYM「GMO OLYMPIA」:有酸素運動から筋力トレーニングまで、様々な運動目的に対応したトレーニングが可能。ジムエリアを活用したフィットネスイベントも実施し、「運動する楽しさ」を発信。
- 定常化業務を削減・効率化「10%以上業務効率化プロジェクト」:RPA/AI/ロボット/動画等を活用し、生産性の向上と労働時間・人件費の低減を図る。総労働時間削減及び過重労働抑制施策を講ずることで、パートナーの健康障害を防止。
「医」プログラムの代表例
- 定期的なヘルスチェック:法定健診以外の検査項目も受診できる体制を整え、病気の早期発見・早期治療・予防を実現。PHR(Personal Health Record)の活用を通じた健康状態等の可視化を全社へ浸透。
- フィジカルヘルスとメンタルヘルス:健康リテラシー向上を目指し、健康情報の共有や研修を通じて、生活習慣病やストレスマネジメントの対策を実施。メンタルヘルス対策においては、主治医、産業医、所属部門、人事部門、衛生管理者等によるフォローアップ体制を構築。
- 感染症対策:インフルエンザ予防接種の補助、新型コロナウィルス感染拡大時の職域接種の無償提供。
- 健康相談窓口「ココカラ」:社内外の制度や健康の悩みについて、気軽に相談ができる窓口。
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.
長時間労働削減への取組み
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
当社は、全パートナー(従業員)が遵守すべき役職員行動規範や人権方針などの社内規程において、基本的人権を尊重し、差別的な取り扱いを行わないことなどの指針を定め、人権尊重の責任を果たしてまいります。
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.
調達
調達方針
当社は、持続可能な社会の実現に向け、環境負荷の低減及び人権尊重を含む社会的責任を果たすことを重要な経営課題と位置付けています。
本方針は、当社の取引先及びサプライヤーの皆様に対し、サステナビリティの観点から当社の期待事項を共有し、共に持続可能な社会の実現を目指すものです。また、法令順守・人権尊重・環境配慮・公正な取引・情報管理などに関する当社の基本姿勢を示すとともに、可能な範囲での前向きな取り組みをお願いしています。
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."
地域社会への取組み
・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.
finance Contribute to the development of countries around the world through related businesses [Aim of GMO-PG's overseas business] finance Promoting Impact Finance for Inclusive FinTech CompaniesEmployment 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
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.
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.
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.
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.
Provide impact finance to FinTech companies (microfinance) that promote financial inclusionEmployment 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.
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