will relocate to each operating company's site.社会（Social）Social
Human Resource Development
Basic Policy for Putting Our Corporate Philosophy into Action
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) and use it as a guideline for our actions, through training for employees at the time of joining the company, in training for managers, and through chanting and booklets at regular gatherings.
Under the slogan "A company is a place to nurture people," we emphasize the growth and self-fulfillment of our partners through business growth, and strive to enhance job satisfaction.
Promotion of human resources strategy
The voices of our partners are shared at the Human Resources Strategy Meeting *, a strategy meeting specializing in human resources that is held once a week with the participation of all management members, to ensure a high level of promotion and effectiveness.
Based on the idea that "you shape your own career," we create opportunities for dialogue with our partners, based on the company-wide employee satisfaction survey and the career design system (career questionnaire) conducted once a year, and based on the voices of our partners, we promote work style reforms, improvements in the internal environment, and support for growth through new job assignments and department transfers.
* Participants: Vice President, Chief Managing Executive Officer, GMO-EP President, GMO-PS President, GMO-FG President, Human Resources
Integrated Reports Human Resources Strategy従業員満足度調査は、Great Place to Work® Institute Japan（以下、GPTWジャパン）「働きがいのある会社」アンケートを活用しており、当社は2024年8月度の「働きがいのある会社」認定において、「働きがい認定企業」に10回連続で選出されました。
GPTWジャパンは、「働きがいのある会社」を立場、仕事、働く場所に関係なく、あらゆる従業員が会社やリーダーを信頼し、自分の仕事に誇りを持ち、一緒に働いている人たちと連帯感を持てる会社と定義し、世界約150ヶ国で、働きがいに関する調査結果が一定水準を超えた企業を「働きがい認定企業」として発表しています。
今後も当社は、より働きがいのある会社を目指すとともに、お客様へ安心・安全なサービスを提供するべく邁進してまいります。
Recruitment and Training Strategies
Basic Concept
Under the slogan of "Recruiting and Nurturing Together," each and every one of our management and partners works together to recruit and train employees. We aim to be a "magnetic company" where good colleagues gather through the human power and attractiveness of our partners, and we have a system in place for partners to introduce themselves to human resources they want to work with.
No.1 & STEAM Human Resources Recruitment ~ New Graduate Annual Income Program of 7.1 Million ~
GMO Internet Group's "Future Rent Reduction & No. 1 Salary Project as a Result of the Introduction of RPA, AI, and Robots" is a result of efforts to improve productivity through the promotion of remote work and operational efficiency, and the profits generated from the improvement are returned to Group partners (employees)* We are pushing forward. As part of this project, we launched the "No.1 & STEAM Human Resources Recruitment ~New Graduate Annual Income Program of 7.1 Million Yen~" to attract the people with the highest potential in the new graduate generation.
* An initiative to improve the Group's consolidated operating profit ratio through synergies between profit growth and productivity improvement, and to return the amount of profit margins that exceed a certain line as a source of funds to partners as salaries.
Support for voluntary career development
「企業は人を育てる場所である。」という考えのもと、能力を最大限発揮できる場の提供と、事業・会社の組織成長に向けてパートナー全員でビジョンを共有し、独自の人材育成制度や福利厚生等の整備を含む働き方改革に継続して取り組んでおります。
Human Resource Development System
- 360-degree multifaceted evaluation system
-
This is a system that allows partners to anonymously evaluate their superiors.
- Advisory System
-
This is a system that supports independence as a businessperson at an early stage by formulating a training plan and conducting monthly reviews.
- Career Design System
-
Once a year, we have established a "Career Design System" that allows all partners to think about their own medium-term careers and apply for assignment transfers or job rotations.
- In-house short-term study abroad program
-
The purpose of this system is to facilitate inter-organizational collaboration through human exchange between organizations within the company, and to provide partners with opportunities for career change and growth.
- One-on-one training
-
This is a system that allows new graduate partners to experience the work of major departments during the training period, understand the overall picture of the company, and then choose for themselves which department and with whom they want to work.
- PG Business Training
-
This training program aims to 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. In addition, we are conducting personnel personnel based on ability, such as selecting young people to important positions and actively appointing women to managerial positions. There is a culture in which students can seize opportunities depending on their abilities and achievements, regardless of age, and there are cases where new graduates are appointed as general managers in their sixth year of employment.
Diversity
Respect for Diverse Human Resources
The source of a company's comprehensive strength and competitiveness is its diverse human capital and its utilization. In order to create innovation and realize our mission that leads to the creation of corporate value and the resolution of social issues, we aim to achieve sustainable growth by establishing a training system that contributes to the recruitment of excellent human resources and the improvement of the capabilities of all partners, as well as a welfare system that contributes to the improvement of job satisfaction.
In hiring, regardless of gender, educational background, humanities, sciences, or nationality, we comprehensively evaluate "way of thinking," "enthusiasm," and "ability" based on personal aspects.
In terms of support for balancing childcare and work, we have expanded support measures such as institutionalization of staggered working hours, shortened working hours, and telecommuting, the permanent establishment of the GMO Bears (daycare center) and specialized consultation desks, and the introduction of subsidies for the use of babysitters, in order to develop long-term careers, leading to the active promotion of women to managerial positions.
・Kids' room "GMO Bears" (daycare center)
We have an in-house daycare center for working parents. It can be used by both men and women, and there are many partners who have a lifestyle of going to work with their children in the morning, leaving their children at daycare centers, and going home together in the evening.
・Maternity leave
During the period before going on maternity leave, employees can take leave (special paid leave) up to 8 working days when they feel unwell (morning sickness, etc.) or when they undergo regular health checkups.
・Maternity leave for spouses
When a spouse gives birth, employees can take special paid leave for up to five working days within 30 days before and after the (planned) day of delivery, so they can support or witness the birth of their spouse.
・Childcare leave
Partners and part-timers may take leave until the child reaches the age of three.
・Filial piety allowance
We provide allowances that are intended to be used to express gratitude to parents (family members).
・Other systems
・Family Support System (Fertility Support)
・ Childbirth congratulatory money
External Evaluation
In June 2024, the Ministry of Health, Labour and Welfare (MHLW) certified the company as a child-rearing support company (nickname: Platinum Kurumin) based on the Act on Advancement of Measures to Support Raising Next-Generation Children in recognition of its efforts to support balancing childcare and work and respect for diverse human resources. In July 2023, we received the highest three-star rating from the director general of the Eruboshi Certification company, which promotes women's empowerment.
*Kurumin was acquired in March 2022.
Health & Safety
Improving well-being
GMO-PG health declaration "Well-being with Partners"
management principles In order to achieve our goal of "pursuing the spiritual and physical enrichment of our comrades by contributing to the progress and development of society," it is essential that each and every one of our partners, who are our top comrades, grow and play an active role. Therefore, with the desire to make all partners who have met through the connection of the company happy, we support the healthy and active lives of our partners with a wide variety of programs such as "food", "healing", "leaping", and "medicine".
"Food": Synergy Cafe "GMO Yours"
Each site in Japan has a large-scale communication space called "GMO Yours" that provides lunch menus supervised by registered dietitians. We also support our partners' mental and physical health through food, including a café with an extensive beverage menu, snacks for breakfast and late-night workers, and snacks that can be snacked on during breaks.
"Doctor": Promoting health checkups
In addition to statutory health checkups, we have established a system that allows patients to receive medical examination-related items, aiming for early detection and treatment of diseases.
"Medicine": Mental health measures
We support "mental health" and "physical health" by specialists. The health of our partners is a collective effort by the individual, the attending physician, the occupational physician, the department to which he belongs, and the Human Resources Department.
"Medicine": Infectious Disease Control
In addition to subsidies for influenza vaccinations, we provided an appropriate vaccination environment free of charge not only to our partners within the Group, municipalities but also to our partners' families, friends, and other important people, business contractors, business partners, and local shopping districts for workplace vaccinations during the spread of the new coronavirus infection.
"Boom": 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.
"Leap": Fitness GYM "GMO OLYMPIA"
We have the latest machines for various exercise purposes, from aerobic exercise to strength training, and it is a facility that can be used in various scenes, such as stretching during breaks to refresh your mood and having meetings while exercising, as well as full-fledged training.
We also hold fitness events using the gym area to convey the joy of exercising from GMO OLYMPIA.
"Healing": Massage & Hirune "GMO Bali Relax"
To help your partner concentrate and reach their full potential, we offer massage and nap spaces by appointment. In the massage space, you can get professional body care services at a low price.
Massage & Ohirune "GMO Bali Relax"
"Healing": Ohirune Space "GMO Siesta"
Getting a short amount of sleep during the day is expected to have the effect of relieving fatigue and lead to improved work efficiency and productivity. We recommend a 20-minute nap to help your partner clear their mind and generate creative ideas. From 12:30 ~ 13:30 on weekdays, the conference room is open as a nap space, creating an environment where anyone can easily take a nap.
External Evaluation
In March 2024, in recognition of its efforts to improve literacy, maintain and promote health, mental health measures, measures to prevent overwork, safety management, etc., we were certified as an Outstanding Health & Productivity Management Organization (Large Enterprise Category) by the Japan Ministry of Economy, Trade and Industry Health and Welfare Council for the second consecutive year. In September 2023, we received the "Silver Certification" from the Tokyo Federation of Health Insurance Societies. In May 2024, we were certified as an excellent company in health and safety by the Director-General of the Tokyo Labor Bureau of the Ministry of Health, Labour and Welfare.
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.
human rights
Respect for Human Rights
We support and respect international norms on human rights, including the United Nations International Bill of Human Rights, the Guiding Principles on Business and Human Rights, and the ILO Declaration on Fundamental Principles and Rights at Work. In addition, we will fulfill our responsibility to respect human rights by establishing guidelines such as respecting basic human rights and not discriminatory treatment in internal regulations such as the Code of Conduct for Officers and Employees, which all partners (employees) must comply with.
As a member of the GMO Internet Group, the "Spirit Venture Declaration" states that "we will eliminate all discrimination based on race, nationality, gender, educational background, language, and religion. We respect diversity and strive to achieve equal opportunity. In addition, we will provide opportunities for communication with partners as necessary to ensure fair working conditions.
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.
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.
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
Respect for Diverse Human Resources
|
Consolidated/Standalone |
unit |
Fiscal Year Ended September 2021 |
Fiscal Year Ended September 2022 |
Fiscal Year Ending September 2023 |
||
|---|---|---|---|---|---|---|
|
Number of Partners |
concatenation |
person |
714 |
799 |
825 |
|
|
Number of female partners |
person |
244 |
249 |
263 |
||
|
％ |
34.2 |
31.2 |
31.9 |
|||
|
Number of new hires |
concatenation |
person |
105 |
154 |
77 |
|
|
Number of newly hired women |
person |
33 |
42 |
26 |
||
|
Number of new graduates hired |
person |
23 |
28 |
16 |
||
|
Number of female new graduates hired |
person |
10 |
8 |
5 |
||
|
Number of mid-career hires |
person |
82 |
126 |
61 |
||
|
Number of female mid-career hires |
person |
23 |
34 |
21 |
||
|
Number of non-regular employees |
concatenation |
person |
21 |
18 |
24 |
|
|
Average age |
simple substance |
age |
35.3 |
35.4 |
36.3 |
|
|
Employment rate of people with disabilities |
concatenation |
％ |
2.3 |
2.3 |
2.3 |
|
|
Number of employees taking childcare leave |
man |
simple substance |
person |
4 |
8 |
19 |
|
woman |
person |
16 |
9 |
11 |
||
|
Percentage of employees taking childcare leave |
man |
simple substance |
％ |
40.0 |
40.0 |
70.3 |
|
woman |
％ |
100 |
100 |
100 |
||
|
Percentage of employees returning to work after childcare leave |
man |
simple substance |
％ |
100 |
100 |
94.7 |
|
woman |
％ |
85.7 |
92.9 |
84.6 |
||
Support for voluntary career development
|
Consolidated/Standalone |
unit |
Fiscal Year Ended September 2021 |
Fiscal Year Ended September 2022 |
Fiscal Year Ending September 2023 |
|
|---|---|---|---|---|---|
|
Number of women in managerial positions |
concatenation |
person |
22 |
19 |
25 |
|
simple substance |
14 |
11 |
15 |
||
|
Percentage of women in managerial positions |
concatenation |
％ |
13.4 |
13.2 |
15.6 |
|
simple substance |
11.4 |
11.2 |
14.3 |
||
|
Number of job satisfaction certifications |
simple substance |
time |
7 |
8 |
9 |
|
Total number of hours of training |
simple substance |
time |
21,301 |
23,600 |
21,202 |
|
Training hours per partner |
simple substance |
time |
37.6 |
38.2 |
31.2 |
|
Expenditure of training-related expenses |
simple substance |
10,000,0 |
1,087 |
1,662 |
1,475 |
|
Average training-related expenditure per partner |
simple substance |
10,000,0 |
1.9 |
2.6 |
2.2 |
Improving well-being
|
Consolidated/Standalone |
unit |
Fiscal Year Ended September 2021 |
Fiscal Year Ended September 2022 |
Fiscal Year Ending September 2023 |
||
|---|---|---|---|---|---|---|
|
Turnover rate |
concatenation |
％ |
7.2 |
8.1 |
7.4 |
|
|
Average length of service |
simple substance |
year |
4.6 |
4.5 |
5.2 |
|
|
man |
4.5 |
4.3 |
4.9 |
|||
|
woman |
4.8 |
5.2 |
5.7 |
|||
|
Average overtime hours |
simple substance |
time |
24.7 |
23.7 |
22.9 |
|
|
Percentage of employees who underwent regular health checkups |
simple substance |
％ |
100 |
100 |
100 |
|
|
Stress check rate |
simple substance |
％ |
100 |
100 |
100 |
|
|
Percentage of annual paid leave taken |
simple substance |
％ |
58.5 |
69.2 |
77.3 |
|
|
Number of employees taking nursing care leave |
simple substance |
person |
1 |
0 |
0 |
|
|
Number of Occupational Accidents (Work-related Accidents) |
simple substance |
matter |
0 |
0 |
0 |
|
|
Average annual salary |
simple substance |
10,000,0 |
955 |
903 |
863 |
|
Whistleblowing System
|
Consolidated/Standalone |
unit |
Fiscal Year Ended September 2021 |
Fiscal Year Ended September 2022 |
Fiscal Year Ending September 2023 |
||
|---|---|---|---|---|---|---|
|
Number of reports |
concatenation |
matter |
0 |
0 |
1 |
|
|
Number of violations related to human rights violations and harassment |
concatenation |
matter |
0 |
0 |
0 |
|
Human Development
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.
Promotion of Human Capital Strategy
A high degree of effectiveness and motivation is secured by sharing the partner's opinions at the Human Resource Strategy Meeting,* a strategic meeting dedicated to human resource issues and attended by all management members convened once a week.
Given the basic stance of "design your own career," the Company supports an individual's growth thorough an annual company-wide survey on employee satisfaction and career design system (career survey), creating dialogue opportunities with partners, leverages the partner's opinions to carry out workstyle reforms, improves the work environment and, facilitates new job assignments and divisional transfers.
* Participants are Executive Vice President, Senior Managing Executive Officer, GMO-EP President, GMO-PS President, GMO-FG President and Human Resources.
Integrated Report "Human Capital Strategy"The employee satisfaction survey utilizes the "Great Place to Work®" questionnaire from the Great Place to Work® Institute Japan ("GPTW Japan"). The Company was selected as "Great Place to Work®" for the 10th consecutive time in the August 2024 certification for "Great Places to Work".
GPTW Japan defines a "Great Place to Work®" as a company where employees, regardless of their position, role, or workplace, trust the company and their leaders, take pride in their work, and share a sense of camaraderie with their colleagues. In approximately 150 countries around the world, companies whose survey results on workplace satisfaction exceed a certain standard are announced as "Great Places to Work."
Going forward, the company will continue striving to create an even greater place to work while also dedicating ourselves to providing safe and reliable services to our customers.
Recruitment and Development Strategy
Basic View
Based on the slogan, "everyone participates in recruitment and talent development," the management team and each and every partner comes together on recruitment and talent development. The Company adopts a scheme for referrals from partners of potential recruits they want to work together with, based on the view that a partner's personality and appeal attracts new talent much like a 'company with magnetism'.
No.1 & STEAM Talent recruitment ~ New grad recruit annual wage ¥7.1 million program
GMO Internet Group, Inc. promotes remote work and business operational efficiency to improve productivity. The profit generated from such activities are fed back to the Group's partners (employees) under the project called "No. 1 in Wages Project from Future Rent Reduction & RPA/AI/robotic implementation."* As part of this project, the Company has launched "No.1 & STEAM Talent Recruit ~ New grad recruit's annual wage of ¥7.1 mil Program" to attract talent with the highest potential among the new graduate generation.
* An initiative to raise the consolidated operating profit margin through profit growth and productivity gains. The funds generated when margins exceed a certain threshold are returned to partners in the form of wages.
Support for Voluntary Career Design
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.
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
-
The Company adopts a Career Design System whereby all partners can apply for reassignment and job rotation based on their preference of their own medium-term career design, once a year.
- In-company short-term study program
-
Available to provide alternative career experience and growth potential to partners as well as vitalize the organizational collaboration and personnel interaction amongst teams.
- One-on-One training
-
This is a system whereby new grad recruit can select the division and colleague they prefer to work with, by undergoing an OJT period to provide an overview of all the operations at the Company.
- PG Business Training
-
Training program aimed at skills development to foster business leaders that can lead to a sustainable business growth.
- Management training
-
Periodic training programs of various themes conducted for all managers to support leadership development. In Fact, the Company has an aggressive HR practice to assign members of the younger generation to key positions and aggressively appoint women to managerial positions.
The Company has a culture where opportunities are available based on ability and performance regardless of age.
For example, a new grad recruit in their 6th year was appointed as General Manager.
Diversity
Respecting Diversity of 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.
Measures to support work-childcare balance have been expanded to include long-term career development such as staggered working hours, shortened working hour system and work-from-home schemes, etc., as well as a full-time kid's room "GMO Bears" (nursery), a specialized consultation desk and subsidies for babysitter use. These measures have enabled women to be actively appointed to managerial positions.
・On-site Childcare Facilities (GMO-Bears)
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 Allowance
This allowance is paid for the purpose of showing appreciation and respect to parents.
・Other Programs
・Family Support System (Pregnancy Support)
・Childbirth Special Payment
External Evaluation
In June 2024, the company was certified as a Childcare Supporting Company (a.k.a. "Platinum Kurumin")* by 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, in recognition of Initiatives contributing to support for balancing childcare and work as well as respect for diverse human resources.
In addition, 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.
*The Company received the "Kurumin" certification in March 2022.
Health and safety
Well Being With Partners
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.
"Diet"：Synergy café "GMO Yours"
At our domestic bases, large communication spaces known as "GMO Yours" are established, offering lunch menus supervised by registered dietitians. In addition, there is a café with a rich variety of drink options, light meals for those who have breakfast or work late into the night, and snacks to nibble on during breaks. Supporting the physical and mental health of our partners.
"Medicine"：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.
"Medicine"：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.
"Medicine"：Measures Against Infectious Diseases
In addition to providing assistance for influenza vaccination, free occupational vaccination was also provided during the COVID-19 pandemic for partners within the Group and to their families, friends and important others, as well as contractors, vendors and members of the local business community, by collaborating with the national and local government and medical professions to ensure an suitable vaccination environment.
"Movement"：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.
"Movement"：Fitness gym "GMO OLYMPIA"
GMO OLYMPIA has the latest machines for various purposes, from aerobic exercise to strength training, and partners can not only do full-scale training but also stretch during breaks to refresh their minds and hold meetings while exercising. It is a gym that can be used in various situations.
Fitness events are also held in the gym area, and GMO OLYMPIA shares the fun of exercise.
"Healing"：Massage & nap "GMO Bali Relax"
The Company provides a massage space and a nap space (reservation is required) to allow our partners to focus on their work and show their abilities. At a massage space, we provide professional body care services at a low cost.
Massage & nap "GMO Bali Relax"
"Healing"： Nap space "GMO Siesta"
It is hoped that a short nap will help you recover from fatigue, leading to enhanced work efficiency and productivity.
a 20-minute nap is recommended to help our partners clear their minds and create ideas. The company has an environment to allow anyone to take a nap, opening up the conference room to our partners from 12:30 to 1:30 pm, Monday to Friday.
External Evaluation
The Company has been certified for two years consecutively as a Health and Productivity Outstanding Organization (Large Enterprise Category) by The Nippon Kenko Kaigi, an organization administered by the Ministry of Economy, Industry and Trade (METI) on March 2024, in recognition of the Company's initiatives to raise literacy, maintain and improve health, mental health measures, excessive work prevention measures and other initiatives on safety management. The Company also acquired the Silver Certificate for "excellent health company" from the Tokyo Federation of the National Federation of Health Insurance Societies on September 2023 and was certified as an "Excellent Safety and Health Company" by the Director-General of the Tokyo Labor Bureau of the Ministry of Health, Labour and Welfare on May 2024.
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.
Human Rights
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.
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.
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.
Social Data
Respecting Diversity of Human Resource
|
Consolidated / Non-consolidated |
Unit |
FY2022 |
FY2023 |
FY2024 |
||
|---|---|---|---|---|---|---|
|
No. of partners |
Consolidated |
Persons |
714 |
799 |
825 |
|
|
of which, |
Persons |
244 |
249 |
263 |
||
|
% |
34.2 |
31.2 |
31.9 |
|||
|
Total number of |
Consolidated |
Persons |
105 |
154 |
77 |
|
|
of which, |
Persons |
33 |
42 |
26 |
||
|
Total number of |
Persons |
23 |
28 |
16 |
||
|
of which, |
Persons |
10 |
8 |
5 |
||
|
Total number of |
Persons |
82 |
126 |
61 |
||
|
of which, |
Persons |
23 |
34 |
21 |
||
|
Non-full time employees |
Consolidated |
Persons |
21 |
18 |
24 |
|
|
Average age |
Non-consolidated |
Age |
35.3 |
35.4 |
36.3 |
|
|
Employee ratio of disabled persons |
Consolidated |
% |
2.3 |
2.3 |
2.3 |
|
|
Number of child care leave users |
Male |
Non-consolidated |
Persons |
4 |
8 |
19 |
|
Female |
Persons |
16 |
9 |
11 |
||
|
Percentage of |
Male |
Non-consolidated |
% |
40.0 |
40.0 |
70.3 |
|
Female |
% |
100 |
100 |
100 |
||
|
Return rate after childcare leave |
Male |
Non-consolidated |
% |
100 |
100 |
94.7 |
|
Female |
% |
85.7 |
92.9 |
84.6 |
||
Support for Voluntary Career Design
|
Consolidated / Non-consolidated |
Unit |
FY2021 |
FY2022 |
FY2023 |
|
|---|---|---|---|---|---|
|
Women managers |
Consolidated |
Persons |
22 |
19 |
25 |
|
Non-consolidated |
14 |
11 |
15 |
||
|
Ratio of Women in Managerial Positions |
Consolidated |
% |
13.4 |
13.2 |
15.6 |
|
Non-consolidated |
11.4 |
11.2 |
14.3 |
||
|
Number of Great Place to Work certifications |
Non-consolidated |
No. of certifications |
7 |
8 |
9 |
|
Total training hours undergone by partners |
Non-consolidated |
Hours |
21,301 |
23,600 |
21,202 |
|
Average hours of training per partner |
Non-consolidated |
Hours |
37.6 |
38.2 |
31.2 |
|
Total cost for training |
Non-consolidated |
Thousands of yen |
10,870 |
16,620 |
14,750 |
|
Average training cost per partner |
Non-consolidated |
Thousands of yen |
19 |
26 |
22 |
Well Being With Partners
|
Consolidated / Non-consolidated |
Unit |
FY2021 |
FY2022 |
FY2023 |
||
|---|---|---|---|---|---|---|
|
Employee turnover rate |
Consolidated |
% |
7.2 |
8.1 |
7.4 |
|
|
Average years of employment |
Non-consolidated |
Years |
4.6 |
4.5 |
5.2 |
|
|
Male |
4.5 |
4.3 |
4.9 |
|||
|
Female |
4.8 |
5.2 |
5.7 |
|||
|
Average hours of overtime |
Non-consolidated |
Hours |
24.7 |
23.7 |
22.9 |
|
|
Percentage of |
Non-consolidated |
% |
100 |
100 |
100 |
|
|
Stress check examination rate |
Non-consolidated |
% |
100 |
100 |
100 |
|
|
Percentage of |
Non-consolidated |
% |
58.5 |
69.2 |
77.3 |
|
|
Number of family-care leave users |
Non-consolidated |
Persons |
1 |
0 |
0 |
|
|
No. of labor accidents (work related accidents) |
Non-consolidated |
Cases |
0 |
0 |
0 |
|
|
Average annual wages |
Non-consolidated |
Millions |
955 |
903 |
863 |
|
Whistle-Blower System
|
Consolidated / Non-consolidated |
Unit |
FY2021 |
FY2022 |
FY2023 |
||
|---|---|---|---|---|---|---|
|
No. of labor accidents (work related accidents) |
Consolidated |
Cases |
0 |
0 |
1 |
|
|
of which, |
Consolidated |
Cases |
0 |
0 |
0 |
|
VIEW
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