Promoting DEIB
We propose and provide mobile phones, smartphones and other related products and services to a wide range of customers, and the products and services we handle are becoming more diverse and sophisticated every day.
In this environment, to meet the various needs of our customers, we have established the DEIB & Well-Being Promotion Team within the Human Resources and General Affairs Department to respect and promote the diversity of the employees who provide our services.
We position the promotion of DEIB as an important management strategy and are continually working on these efforts.
In particular, we are proactively enhancing the promotion of female employees, supporting the hiring and retention of persons with disabilities, supporting the balancing of work with childcare, nursing care, and infertility treatment, and addressing LGBT issues.
Since our foundation in 2008, we have maintained an employment rate for people with disabilities that exceeds the legal requirement, and we aim to achieve the target ratio of 15% for female managers by FY 2025.
T-Gaia DEIB Promotion Policy
We formulated the "T-Gaia's Diversity & Inclusion (D&I) Promotion Policy" in April 2020 and have been proactively working to fulfill our commitment: "We respect our employees' diversity to foster the best teamwork," as outlined in TG Action: T-Gaia's Code of Conduct, which is part of the T-Gaia Corporate Philosophy, while positioning D&I promotion as an important management issue. This time, to further deepen and develop the promotion of D&I, which refers to a "state in which organizational management is conducted with diverse human resources accepting and acknowledging each other's differences, where individual talents are utilized," we have upgraded the previous "D&I Promotion Policy" to "DEIB Promotion Policy."
Equity (E) and Belonging (B), which have been added this time, represent "fairness" and a "sense of unity and belonging," respectively. In enabling our diverse human resources to thrive while staying true to themselves, we aim to reinforce the promotion of DE&I, which provides them with fair opportunities to take on challenges and grow. At the same time, we aim to foster a corporate culture where each individual shines in a workplace with a high level of psychological safety, and where people belong with a sense of unity and trust.
Going forward, we will continue to support the success of employees, starting with women, who balance work with family, treatment, and other responsibilities, while actively promoting DEIB within our human resources. By doing so, we will improve the quality of human capital management, create a future for our customers with the "desire to connect," and, as a corporate group that contributes to society, strive for sustainable growth and the improvement of corporate value.
Masato Ishida
President and Representative Director
Regardless of age, gender, nationality, disability, sexual orientation, gender identity, sexual expression, work style, or any other factors, we respect individuals with different opinions and values, maximizing each individual's abilities to create innovation.
To correct the unfair competitive environment created by past social structures, we provide appropriate support and adjustments tailored to individual circumstances. By doing so, we align our starting points, offer fair opportunities for success, and foster a corporate culture that evolves together.
In a rich working environment where employees can thrive while achieving a balance between work and life, we promote and practice diverse, flexible work styles tailored to various backgrounds. By doing so, we recognize and appreciate each other's true individuality and demonstrate our best performance.
We create a safe and secure place where employees can shine vibrantly while staying true to themselves and achieve autonomous growth. By doing so, we build a workplace where employees trust each other and feel a sense of unity and belonging to an organization they can be proud of.
Outside Evaluations for Diversity and Inclusion
Platinum Kurumin Plus
In recognition of our high level of efforts as an excellent "childcare support company" as well as "company that supports employees balancing infertility treatment and work," we were certified as "Platinum Kurumin Plus" by the Minister of Health, Labor and Welfare in November 2023.
Eruboshi
Our initiatives to encourage active participation by women pursuant to the Act on Promotion of Women's Participation and Advancement in the Workplace were highly evaluated, and in September 2017, we received a three-star rating, the highest level of certification, from the Minister of Health, Labor and Welfare under the Eruboshi Program.
PRIDE Index 2024 Gold
In November 2024, we were selected as a Gold prize winner (the highest level) under the PRIDE Index 2024, a program established by work with Pride, a general incorporated association, that evaluates initiatives related to LGBTQ+ and other sexual minority issues, for the fourth consecutive year.
D&I Award 2024
Our initiatives concerning D&I were recognized, and in December 2024, we received the D&I Award for Best Workplace for Diversity & Inclusion (the highest level) for the fourth consecutive year.
Three Indicators of Human Capital Diversity
| Employment rate of female managers | 13.0% (as of April 2024) |
|---|---|
| Rate of male employees taking childcare leave | 70.6% (FY2023 results including company-specific "Ikumen Support Leave") |
| Gender wage gap | 72.5% (FY2023 results for all workers) |
| 72.5% (for full-time employees) | |
| 87.7% (for part-time and fixed-term workers) |
Pursuing a comfortable working environment for employees and realizing diverse working styles regardless of time or place
We aim to create an environment where all employees can respect each other's true individuality and thrive in their own way, and we are working on a variety of measures, including supporting employees who balance work with childcare, nursing care, and medical treatment, and addressing LGBT issues.
Our Efforts
| Year of introduction | Classification | Name of support system | Outline |
|---|---|---|---|
| 2013 | Childcare support | Launch of the Women's Participation Promotion Project Team | Launched to consider support measures to enable female employees to balance work and childcare after giving birth and to further their careers |
| 2014 | Childcare support | Start of provision of "Paid leave for attending entrance ceremony of elementary school" | Paid leave up to two days can be taken between April 1st and 30th to attend entrance ceremonies and other school events. |
| Career Support | Introduction of the "Job return system" | A re-employment system for full-time employees who left the company for family reasons such as childbirth, childcare, or nursing care. | |
| Career Support | Start of "Information exchange meetings" | Started holding information exchange meetings for employees on maternity and childcare leave to support them in returning to work. | |
| Career Support | Establishment of The Diversity Promotion Group (currently the DEIB & Well-Being Promotion Team) within the Human Resources and General Affairs Department | Launched to further promote the active participation of female employees (as a part of affirmative action) and to promote the employment and retention of people with disabilities. | |
| 2015 | Childcare support | Introduction of a childcare leave system that exceeds legal requirements | Childcare leave can be taken up to the end of the fiscal year when the child turns two years old. |
| Childcare support | Introduction of "Three-course system" for shortened working hours for childcare | Employee can choose working hours from three courses: 5 hours, 6 hours, and 7 hours (the course can be chosen until the end of the school year when their child is in the third grade of elementary school). | |
| Childcare support | Start of payment of "Full-time worker support grant" | Started providing subsidies to sales staff who are raising children and choose to work full-time (until the end of the school year when their child is in the third grade of elementary school). | |
| Childcare support | Start of payment of "Early returned worker support grant" | Started providing "support funds" to sales staff who return to work within one year after giving birth. | |
| Career Support | Implementation of the "Female Manager Development Program (1st Term)" | Implemented the training program (1st term) aimed at developing female employees into leaders and potential leaders. | |
| 2016 | Career Support | Implementation of "Female Manager Development Program (2nd Term)" | Implemented training program (2nd term) aimed at developing female employees into leaders and potential leaders. |
| 2017 | Childcare support | Introduction of "Paid child care leave" | Paid leave of five days or ten half-days (ten days if there are two or more children) can be taken per year to care for an injured or ill child. |
| Nursing care support | Introduction of "Paid short-term nursing care leave" | Paid leave of five days or ten half-days (ten days if there are two or more family members who need nursing care) can be taken per year to take care of family members in need of nursing care or accompanying them to medical visits. | |
| Career Support | Introduction of the "Region-limited full-time employee system" | Introduced with the aim of supporting the needs for diverse work styles, securing and retaining talented personnel, and accumulating and passing on skills in the local area. | |
| Work style reform | Introduction of "Variable work hours system" throughout the company | Implemented variable work hours system (known internally as Merihari Shift) to enrich employees' private life and to increase labor productivity by maintaining their better work-life balance. | |
| Work style reform | Implementation of "Campaign to reduce total working hours" | Implemented to reduce total working hours by 5% compared to the previous fiscal year. The reduced overtime allowance was returned to employees. | |
| 2018 | Childcare support | Introduction of "5-course system" for shortened working hours for childcare | The previous "Three-course system" has been expanded to a "Five-course system" that allows for more flexible working styles (the course can be chosen from 5 hours, 5.5 hours, 6 hours, 6.5 hours, or 7 hours until the child reaches the end of the third grade of elementary school). |
| Childcare support | Start of use of company-led nursery schools | Partnering with Nichii Kids, company-led nursery schools run by Nichii Gakkan, to support employees who seek for nursery school. | |
| Infertility treatment support | Introduction of new "System to support employees balancing work and infertility treatment" | Introduced new system of "Infertility treatment support leave" and "Infertility treatment support leave of absence" for employees who receive sterility care while working, and setting up an in-house consultation desk regarding infertility treatment. | |
| Work style reform | Introduction of work-from-home system | Introduced for employees who are primarily responsible for childcare or nursing care at home, as a part of measures to promote diverse working styles. | |
| Work style reform | Introduction of telework system | Introduced by utilizing the remote desktop app Splash top, as a part of measures to promote diverse working styles. | |
| 2019 | Childcare support | Expansion of the "Childcare Leave for Spouse's Childbirth (Ikumen Support Leave) System" | Paid leave can now be taken in instalments up to a maximum of five days within one year from the date of birth (up to the day before the child's first birthday). |
| Response to LGBT issues | Establishment of external LGBT issues consultation desk | Outsourced the work to the company with a strong track record in LGBT recruitment support and consulting, and set up an external consultation desk regarding sexual minorities and sexuality. | |
| Response to LGBT issues | Start of "Training program of LGBT issues" | Started group training and e-learning training programs to deepen understanding of LGBT/SOGI | |
| Medical treatment support | Introduction of new "System to support employees balancing work and medical treatment" | Introduced new system of "Specific diseases support leave" for employees who receive medical treatment while working, and expanded the work-from-home system for employees with specific diseases and undergoing infertility treatment. | |
| Career Support | Implementation of "Women's Career Design Training Program" | Launched training program aimed at cultivating the next generation of female leaders and potential leaders. | |
| 2020 | Response to LGBT issues | Installation of "all-gender restroom" | Installed "Everyone's Restroom" sign in a facility in the head office building and converted it into all-gender restroom |
| Response to LGBT issues | Introduction of "Same-sex partnership system" and revision of company regulations | Implemented a revision of company regulations to include the introduction of a "same-sex partnership system" and provisions prohibiting SOGI harassment to prevent outing in response to the revised Labor Policy and Measures Comprehensive Promotion Act ("Power Harassment Prevention Act"). | |
| Response to LGBT issues | Start of "LGBT Ally Seminar" | Held regularly on various themes to increase the number of ally who understand and support LGBT people. | |
| Childcare and nursing care support | Increase of flexibility in implementing "child care leave" and "short-term nursing care leave" systems | Paid leave became available on an hourly basis in addition to the previous daily and half-daily basis. | |
| 2021 | Work style reform | Introduction of flextime system (known internally as "Smart Shift") | Daily working hours can be freely set within a flexible time period not exceeding the regular monthly working hours, as part of measures to promote diverse working styles and to help employees achieve their work-life balance. |
| 2022 | Career Support | Provision of "Life & Money Plan" package | Provided various content and tools through e-learning system which can be used by employees to design their career and financial plans for after retirement. |
| Career Support | Implementation of "Career design training program" | Implemented "Career design training" program for veteran employees with the aim of helping them recognize their own values and strengths to think independently about their career plans. | |
| Nursing care support | Provision of "Support package for balancing work and nursing care" | Provided various content and tools related to nursing care through e-learning system for employees giving nursing care or who may become caregivers in the future, as well as their superiors. | |
| Childcare and medical support | Increase of flexibility in implementing "Fertility treatment support leave" and "Specific diseases support leave" | Paid leave became available on an hourly basis in addition to the previous daily and half-daily basis. | |
| Infertility treatment support | Provision of "Support package for balancing work and infertility treatment" | Provided various content and tools related to fertility treatment through e-learning system for employees receiving infertility treatment or who may begin treatment in the future, as well as their superiors | |
| 2023 | Career Support Response to LGBT issues |
Expansion of the scope of employees eligible to use "alias" | Expanded the scope of employees eligible to use their "alias" including "employees of foreign nationality" and "employees who wish to use a common name due to unavoidable circumstances", in addition to "employees who wish to use their new or maiden name due to marriage, divorce, etc." |
| Response to LGBT issues | Approbation of the "RCB (Rainbow Communication Badge) Project" | Approved the project that expresses the intention to respect "differences" and communicate with minorities without discriminating against them | |
| Response to LGBT issues | Approbation of "Business for Marriage Equality" | Approved the "Business for Marriage Equality" campaign to visualize companies that support marriage equality (legalization of same-sex marriage) | |
| 2024 | Support for treatment and other needs | Revisions and new introduction of system to "Support employees balancing work and medical treatment" | Introduction of a shortened working hours system for employees with specified diseases, expansion of the use of accumulated expired annual paid leave, and other measures |
| Infertility treatment support | Introduction of "Health Support Services" related to infertility treatment, pregnancy preparation, and women-specific concerns | Free counseling and free AMH (ovarian reserve) testing are available at Nishitan ART Clinic, which specializes in infertility treatment |
Promoting employment of persons with disabilities and supporting their retention
Persons with various disabilities (physical, mental, developmental, intellectual, internal disabilities) are using their respective abilities and aptitudes to work in a variety of departments, including as health keepers in the employee massage rooms, in sales and administrative positions at the head office and branch offices, and as staff in mobile phone shops. We also provide a good working environment and other considerations to ensure that our employees with disabilities stay with us for a long time.
Employment status of persons with disabilities
As of September 1, 2024
| ① Number of employees used as the basis for calculating the statutory employment rate for persons with disabilities | ② Number of persons with disabilities employed | ③ Actual employment rate of persons with disabilities |
|---|---|---|
| 4,637.5 | 104 | 2.75% |
| Concrete example of corporate efforts | |
|---|---|
| Expanding the internship program through collaboration with employment support schools for students with disabilities | Accepting students from employment support schools actively at our directly managed mobile phone shops and provides them with work experience. |
| Giving employees with disabilities a choice as to whether to work on a short-time basis (6 hours/day or more) depending on their condition. | Holding 1-on-1 meetings with HR personnel regularly to reduce work-related worries of employees with disabilities |
| Sharing information through collaboration with disability support groups (interviews to ensure continuous employment, etc.) |
Holding Social gatherings and luncheon gatherings for employees with disabilities to foster a sense of camaraderie. |
| We will continue to provide employment opportunities so that employees with disabilities can achieve self-realization through their work at our company. | |
Improvement of the work environment
- Set a regular shop closing day once a month
- Shortening or moving up of business hours
- Introduction of flextime system (known internally as "Smart Shift")
- Expansion of telework system
- Introduction of free address system at the head office
Job Return System
As a measure to realize employees' work-life balance, T-Gaia introduced "Job Return (re-employment) System" in August 2014 to enable full-time employees who had left the company due to family circumstances, education, career changes, or illness/injury to return to the company.
Our most important asset is our employees, or our "human resources."
In order to continue to provide our customers with excitement, delight, and safety, we aim to provide our employees—our "human resources"—with an environment and opportunities where they can demonstrate their abilities continually at our company.
Registered with Aichi Prefecture's "Aichi Women's Active Participation Promotion Declaration" (Tokai Regional Headquarters)
On March 15, 2021, we registered with the "Aichi Women's Participation Promotion Declaration (*)."
*Companies working to promote women's participation in the workforce submit the declaration to Aichi Prefecture.
Certified as an "Aichi Women's Shining Company" by Aichi Prefecture (Tokai Regional Headquarters)
On May 1, 2021, we were certified as an "Aichi Women's Shining Company(*)."
*Certification system that aims to increase the "retention" and "activity" of women in the workplace by certifying companies etc. as "Aichi Women's Shining Companies" taking measures to promote women's participation in the workplace, such as making top management aware of the issue, expanding recruitment, job areas and training, and promoting female employees to managerial positions, as well as improving work-life balance and creating an environment where female employees can raise children or give nursing care while working.
Registered as family Friendly Company" by Aichi Prefecture (Tokai Regional Headquarters)
On December 17, 2021, we were registered as a "Family Friendly Company(*)."
*Certification system in which Aichi Prefecture registers companies that actively work to enable employees to balance work with non-work activities such as childcare, nursing care, and community activities.
