Labor practices

Establishment of a whistleblowing contact

In order to achieve sustainable corporation growth, the ID Group believes that it is important to provide opportunities for each employee to display their full abilities and to work vibrantly. By creating a comfortable workplace, the Group promotes the performance of diverse human resources, assists individual employees in achieving a work-life balance, and provides a healthy and energetic workplace atmosphere.

Targets and results

Indices FY2017 FY2018 FY2019 Targets for FY2020
Rate of usage for paid holidays 75.6% 82.2% 86.5% 90%

Promotion of working-style reform

In order to reduce overtime, the ID Group sets targets for each division and manages the achievement of targets on a monthly basis. Furthermore, when reduction targets have been met or exceeded, our Group has an incentive system which incorporates the achievement level when evaluating salary bonuses. Additionally, to prevent unreported overtime, we use a computer log to monitor attendance.
The ID Group has also introduced a flextime system and work-at-home system to support various working styles among our employees.

  • Telework 830 registered
  • October 2019-Start of introduction of satellite office

Diversity management

The ID Group works to promote diversity. As part of annual diversity training, we hold an overnight workshop where specially selected female employees work on themes including global communication training, management, and coaching.
The Group also actively employees people with disabilities. In January 2014, we established AI Factory Co., Ltd. in Tottori City, Tottori Prefecture. AI Factory was certified as a special subsidiary(*) in 2015.
AI Factory was established by renovating an elementary school that had been closed. Currently, the company functions as an all-weather plant factory that mainly grows leafy vegetables without the use of pesticides. The ID Group will strive to employ even more people with disabilities in the future.
(*) Special subsidiary: Based on the Act on Employment Promotion etc. of Persons with Disabilities, a company recognized for satisfying certain requirements to promote the provision of stable employment of people with disabilities.

Cultivation of human resources

The ID Group provides numerous learning opportunities for developing the technical skills and people skills required for the growth of employees, as well as for fostering the appropriate attitude and outlook for supporting personal growth.

・Training systems at the ID Group

In addition to the initiatives introduced above, the ID Group uses its overseas offices to hold training aimed at improving language ability and studying leadership skills.
The Group also offers internships at foreign IT vendors and opportunities to perform fieldwork overseas. Through these programs, we instill our employees with the global awareness required for working overseas.

External awards and certifications

◆Awarded the Kurumin Mark for the fourth time
INFORMATION DEVELOPMENT CO., LTD. was awarded the Kurumin Mark from the Minister of Health, Labour, and Welfare in June 2015. We received the award in recognition of our accomplishments in increasing the amount of child-rearing leave taken by male employees, implementing a leave system in relation to child injury or illness, supporting a return to the workplace for employees who had taken time off for pregnancy, childbirth, child-rearing, nursing care for the elderly, etc., and reducing overtime work. This was the fourth time that INFORMATION DEVELOPMENT CO., LTD. has been awarded the Kurumin Mark, with the previous honors coming in October 2007, November 2009, and February 2013. Our Company introduces example initiatives and plans for supporting a work-life balance at the “Work-Life Balance Support Plaza.

子育て認定事業主

◆Awarded the L-boshi Mark—Certification Level 3, the highest rank
INFORMATION DEVELOPMENT CO., LTD. was awarded the L-boshi Mark from the Minister of Health, Labour, and Welfare in August 2016. We received the award in recognition of our outstanding initiatives to promote the performance of women in the workplace, as based on the five criteria of 1) hiring, 2) continued employment, 3) working hours and other element of working style, 4) ratio of women in management positions, and 5) diverse career courses. The status of our initiatives was also introduced in the Database of Corporations Promoting Workplace Performance by Women on the homepage of the Ministry of Health, Labour, and Welfare.

女性が活躍しています

◆Tottori Prefecture Certification as an Enterprise that Promotes Equal Participation in the Workplace by Men and Women (San’in Branch)

◆Registered as an Outstanding Enterprise that Empowers Women (San’in Branch)

Health Management Measures

Health Management Policy

At the ID Group, we believe people are our greatest asset. Our people are our key to maximizing competitive strength and achieving sustainable growth.

To achieve its mission of “dedication to the creation of an exciting ( ) future for everyone,” the Group needs vigorous and motivated employees who are healthy in mind and body. For this reason the Group recognizes the importance of health management as a vital management issue.

  • We are striving to achieve both physical and mental health.
  • The Company, health-insurance associations and employee representatives are working together to support employees’ physical and mental health.
  • The Company enthusiastically supports efforts to maintain and improve the physical and mental health of employees and their families.
  • Our employees pay attention to their own health and strive to maintain and improve it on their own initiative.
  • By practicing health management, we uphold the sustainable development of the Company.

Masaki Funakoshi
President and Representative Director
ID Holdings Corporation

Framework for Advancement of Health Management

Framework for Advancement of Health Management

Occupational Health and Safety System / Management System for Health, Labor, Safety, and Hygiene

The ID Group has created Health and Safety Management Rules. Based on these rules, the Group has established a Health Committee, appoints managers in charge of overall health and safety, health managers (or health promoters), and industrial physicians, strives to ensure workplace safety, and strives to maintain/improve employee health.
The Group has also established procedures, a structure, and operation methods for the Health Committee System, and has defined items requiring investigation and deliberation. The Health Committee meets monthly. Minutes from the meeting are shared with employees via the Company intranet.

Initiatives for Occupation Health and Safety / Health Management

The ID Group cooperates with industrial physicians and external counselors in order to manage employee health. Stress checks for employees are held every year, including at overseas offices. In 2018, a total of 1,865 employees responded to the stress checks, meaning that the response rate was 99.7%. Although the overall standard deviation did not reach the average, it improved by 0.7% points YoY, indicating an improvement in employee health. Employees diagnosed with high stress were provided with physician consultations and introduced to external counselors.
In addition to encouraging employees to undergo medical examinations and follow-up examinations as necessary, we prohibit smoking during working hours and encourage employees to use the stairs up to the second floor. Through these initiatives, we seek to promote employee health.
These initiatives were highly evaluated and INFORMATION DEVELOPMENT CO., LTD. was awarded the Silver Certification in the Outstanding Health and Productivity Management Corporation Program operated by the Tokyo Council to Promote the Health Corporation Declaration.

Holding labor-management dialogue
In the ID Group, the President, directors, officers, senior managers, and employee representatives gather together twice a year in order to hold Employee Representative Conferences.

Details on Conferences held during the past three years are listed below.

・December 3, 2018 Joint conference for ID and Fess (21 company representatives and 39 employee representatives)
Message from the President, transition to a holding-company structure, amendments to the Labor Standards Act, Q&A session

・May 29, 2018 Joint conference for ID and Fess (25 company representatives and 39 employee representatives)
Message from the President, transition to a holding-company structure, amendment of the Temporary Staffing Service Law, role of employee representatives, 36 Agreements, Q&A session

・November 29, 2017 ID (14 company representatives and 36 employee representatives)
Message from the President, indefinite-term employment, year-end adjustments, company housing rules, harassment rules, appropriate assessment of working hours, Q&A session

・May 31, 2017 ID (15 company representatives and 35 employee representatives)
Message from the President, working style-reform, revision of salary bonus system, attendance management, Q&A session

・December 2, 2016 ID (13 company representatives and 36 employee representatives)
Message from the President, Temporary Staffing Service Law, Equal Opportunity Employment Act, Child Care and Family Care Leave Law, overtime work, Q&A session

・June 29, 2018 ID (14 company representatives and 36 employee representatives)
Message from the President, employee stock ownership plan (ESOP), personnel evaluation, stress check, Q&A session