Promote Diversity and Inclusion

We will create a rewarding work environment by being inclusive, respectful, and acknowledging of the differences and values of each and every employee, aiming for the sustainable growth of the Happinet Group.

• Formulate and Promote a Human Resources Cultivation Program, Including a Succession Plan
• Develop a System and Environment that Enables Diverse Human Resources to Flourish
• Promote Measures to Improve Employee Engagement

Formulate and Promote a Human Resources Cultivation Program, Including a Succession Plan

The Happinet Group has introduced a variety of human resource development programs to enable the growth and development of each and every employee. Employees are also provided with opportunities to fully exert their abilities, helping them achieve their various career visions.

Human Resources Charter and Support System

The growth and development of each and every employee is essential for the ongoing growth and development of the Happinet Group, and we have positioned the cultivation of human resources as one of our most important management challenges. The Human Resources Charter defines the fundamental relationship between companies and employees, our basic approach to people and management, ideals for our human resources, and our basic approach to human resource cultivation. It sets out the Happinet Group’s true desire for employees to work in order to realize their own dreams and a happy future, and that the Group will provide the utmost support in achieving these. In addition, the Group has set aside a portion of training for new hires to inform them of the Human Resources Charter’s existence and explain it. The Happinet Group strives to create workplaces in which employees can feel more energized and comfortable while working.

The Group also engages in a variety of measures after employees enter the company, such as health education to help employees be healthy in their working lives, support to assist employees in smoothly returning to work after an absence or leave, stress checks to help employees ascertain their own stress levels, and organizational checkups to evaluate and resolve organizational issues.

Human Resources System

Based on a market value and results-oriented approach, the Happinet Group has introduced a human resources market price (value) system that corresponds to the fluctuating value and results of employees. This system is designed to more clearly reflect business results and individual accomplishments. For management positions, we have introduced an annual salary system.

Conversely, in order to support the diverse career visions of employees, we have introduced an internal job application system for non-management positions. If an employee desires to be in a specific division or to have specific duties, they can apply directly to the relevant human resources department without going through their boss. In addition, for employees who have been in the company less than five years and who are still in training, we have introduced a job rotation system with the aim of swiftly cultivating their capabilities in a planned manner.

We also support employees in executing their duties and realizing their career plans through an objective-based management system in which bosses and their subordinates engage in interviews three times a year, and through multifaceted evaluations that are conducted annually by the employee, their boss, colleagues, and subordinates.

Policy on HR Development

The Happinet Group takes the stance that human resources are at the heart of business. As such, the Group strives to maximize the use of management resources through human resource activities.

Emphasis is therefore placed on the development of employees’ abilities and cultivating talent, as well as creating opportunities and an environment where employees can demonstrate their abilities to the fullest.

Internal Environment Improvement Policy

To support the professional development of employees from a long-term and strategic perspective, we have established a learning system and created an environment where employees can participate independently as self-starters.

As well as training to support the varied career development of our employees, we have established a variety of systems to improve employees’ capabilities and self-development. For example, we have intensive basic education for employees still in training, leadership training for those in managerial positions, and various correspondence courses.

We are promoting the establishment of a system that enables employees with diverse values to fully exercise their abilities regardless of their background, gender, age, nationality, etc. We therefore take into account the employee’s abilities and experience when recruiting or appointing to managerial positions.

Developing the Next Generation of Managers and Senior Management

For the Happinet Group to achieve sustainable growth and development, we are working to develop the next generation of managers and senior management.

In terms of developing the next generation of managers, we have established a Succession Plan Committee to plan, formulate, and examine successor development plans.

And with regard to the development of next-generation management, we are creating a system for continuously producing management personnel by setting out the necessary requirements at each stage and accordingly, providing greater opportunity to acquire the required skills.

Develop a System and Environment that Enables Diverse Human Resources to Flourish

The Happinet Group respects diverse values and promotes the development of systems and environments that help everyone to flourish. We also offer programs to support the health and well-being of our employees.

Employment of People with Disabilities

We respect each and every employee, create opportunities for them to grow and challenge themselves, nurturing an environment that brings purpose and fulfillment to work. In accordance with this management stance, we recognize diverse values, including with regard to the employment of people with disabilities. Based on an understanding of and respect for the characteristics of each person’s disabilities, and reasonable accommodations, we employ people with disabilities in work that enables them to fully leverage their strengths and skills. In addition, through the matching of jobs and individual aptitudes as well as regular interviews and self-checks, we strive to maintain and increase the motivation of employees with disabilities and seek to build a system that helps ensure stable employment and retention.

In addition, as an external initiative, we are striving to create greater understanding around the employment of people with disabilities by giving lectures at employment seminars for various ministries and agencies sponsored by the Employment Security Bureau. And when the need arises, we also allow people from other companies and support organizations to visit and see our workplace.

Speaking Engagements and Other Achievements

Initiatives to Promote Women’s Participation in the Workplace

In order to maintain a workplace environment that enables all employees to fully demonstrate their capabilities together with realizing a workplace environment that enables women employees to flourish, we formulated our Plan of Action for General Employers based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace (PDF: 99.4KB)(in Japanese only).

Extended Childcare Work System

By extending a child’s age for which the childcare work system can be used (from before entering to after graduating elementary school), the Group has eliminated barriers for parents to balance childcare and work. For example, the difficulties that parents face in Japan when their child enters first grade, or even fourth grade, may be easier to overcome if a parent is able to take childcare leave at that stage of their child’s life. In extending the childcare work system, we have created an environment in which all employees can work with peace of mind.

Certified as a “2024 KIH (KENKO Investment for Health) Outstanding Organization (Large Enterprise Category)”

Diagram of Occupational Health and Safety Promotion System

Our organizational development division works together with different departments at the head office and Group companies to promote health and safety across the Group.

Supporting Employee Health

Emphasizing the prevention of illness and early detection and treatment of illness among employees, we are taking various measures to maintain and improve employee health, including establishing various consultation systems, providing healthcare services, implementing measures to prevent health problems caused by overwork, and fostering mindsets of self-responsibility for health management.

Introduced Total Health Consultations

In FY 2011, we introduced our unique total health consultation program. This system provides more in-depth health counseling and guidance, aiming to prevent and detect illnesses at an early stage and take appropriate measures and actions.

Health Check Initiatives

In addition to the legally mandated health checkup items, we subsidize optional examinations. When an industrial physician deems that an employee should take a secondary examination, we closely follow up on their checkup status.

Mental Health Initiatives

We have established a dedicated in-house consultation service and a system for employees to consult with internal and external industrial health staff. Once a year, a stress check is conducted for all employees to provide guidance and advice on preventive measures.

Disseminating Information and Providing Assistance on Health

We disseminate information and provide assistance on health through training programs and education using our intranet and e-mail.

Main Items	Health Support	Health Education	Collaboration with Health Insurance Association
Health checkup guidance and promotion, optional fee subsidies	●		●
Guidance for receiving influenza vaccinations, fee subsidies	●		●
Guidance and promotion of internal training for health improvement	●	●
Physical and mental health management education for new employees and new leaders		●
Walk rally			●
Promotion of guidance for seminars hosted by the health insurance association			●
Guidance and assistance for household medicines	●		●
Information and events through the intranet		●

Reducing Overtime and Holiday Work

We thoroughly enforce rules regarding overtime work, including notifying employees whose overtime hours exceed 45 hours in a month and exploring remedial measures, for the purpose of maintaining and improving employee health and preventing occupational accidents.

Impact Checks

We continuously check the impact and verify the effectiveness of initiatives, reviewing these initiatives to resolve health issues within the Group and helping employees to maintain and improve their health.

Measurement Items	Unit	FY2019	FY2020	FY2021	FY2022	FY2023
Uptake rate: health checkup	%	100.0	100.0	100.0	100.0	99.9
Uptake rate: stress check	%	100.0	100.0	100.0	100.0	99.9
Proportion of employees submitting the total health counseling questionnaire	%	80.3	86.0	73.1	80.5	87.7
Smoking rate	%	28.9	25.3	25.3	25.0	26.0
Proportion of employees exercising regularly*1, 2	%	36.7	33.7	34.9	34.3	21.1
Proportion of employees with identified abnormalities*3	%	53.2	55.9	58.4	51.1	51.0

• * Figures are on a consolidated basis.

• *1 Among those who submitted the total health counseling questionnaire.
• *2 For FY2023, exercising at least twice a week. (Until FY2022, exercising at least once a week).
• *3 Having health exam results requiring medical follow-up, treatment, or further examinations; or currently receiving treatment.

Promote Measures to Improve Employee Engagement

The Happinet Group aims to invigorate its organization by improving employee engagement. Since FY 2022, we have been carrying out our Vision Penetration Program with the aim to increase awareness among all employees throughout the Group of the Mid-term Management Plan and Long-term Vision.

Vision Penetration and Internal Public Relations Plans

Employee Engagement Surveys

The Happinet Group conducts employee engagement surveys twice a year, aiming to visualize and quantify its employee engagement and to identify which issues to focus on. Through the results of these surveys, we develop and implement measures to enhance engagement while employees discuss various issues with management and division leaders in an interactive manner.

• Reduce and Recycle Waste
• Reduce Environmental Impact of the Supply Chain
• Contribute to Happy, Abundant Lives through Products and Services
• Promote Diversity and Inclusion
• Digital Transformation
• Build a Foundation for Sound and Effective Corporate Governance