Sustainability Working environment for employees

１　Self-care
It is important for each employee to possess a good understanding of stress and mental health care. The Group conducts stress checks at a high level of 90% or more every year. The implementation rate for stress checks was 99.7% in fiscal 2018, 94.6% in fiscal 2019, and 97.5% in fiscal 2020. By having employees undergo stress checks once per year, we strive for early identification of any mental health problems which are difficult to identify.

２　Line care
In order to make sure that there is no decline of mental health in the workplace, we strive to ensure that supervisors pay attention to warning signs from subordinates through communication with managers, and to achieve early detection and early response for mental health issues. Training is through education for each rank. Training was held 9 times in fiscal 2018, 8 times in fiscal 2019, and 7 times in fiscal 2020. Every year, we design special training content to ensure that managers are able to recognize any decline in the mental health of subordinates.

３　Care by human resources and labor management staff
Human resources and labor management staff work with industrial physicians and the Health Committee to formulate plans for mental health care. Additionally, our staff conducts activities such as network formation with external specialized institutions, response to consultation, and support for employees returning to work. The Group implemented a return-to-work program for 11 employees in fiscal 2019, 12 in fiscal 2020, and 10 in fiscal 2021.

４　Care from external resources
For problems that are difficult to deal with or solve, we utilize external medical specialists and specialized institutions in an effort to make the maximum possible improvements.
We are encouraging non-smoking by joining a consortium of companies that promote non-smoking.
The ID Group is targeting a smoking rate of 12% among our employees.

Promotion of work-life balance

In order to maintain a healthy life and work environment for employees, the Group promotes work-life balance by reducing overtime work and encouraging the active taking of paid leave. In fiscal 2019, we reduced overtime work by 12.56 hours per month, and achieved an 86.5% rate for paid leave taken (compared to the target of 85%).

Prevention of lifestyle-related diseases

We conduct health examinations for all employees, provide health guidance by specialists, take measures against second-hand smoke, and hold seminars to deepen understanding regarding the prevention of lifestyle-related diseases. At the seminar held in July 2019 with the goal of reducing the number of employees requiring health guidance, 170 employees were reduced from employees eligible for health guidance. The Group will continue to hold seminars and work to reduce the number.

Initiatives for women's health

In addition to prevention and countermeasures for women's unique health issues that change according to life stage, the Group holds annual seminars to acquire and understand basic knowledge and information for good health. We started initiatives from fiscal 2019  and implemented activities in February of fiscal 2020. We are implementing initiatives to promote women’s health from a variety of approaches.

Information on employee health

The Group publishes data on the health of all employees. For health examinations, we digitize results based on information from various perspectives such as employee stress checks and exercise habit rates. We strive to maintain a healthy life-work balance for our employees through measures such as specific health guidance and health literacy training.

7.External evaluation/certification

Certified Health & Productivity Management Outstanding Organization

Excellent Health Company

8.Human resource development/Diversity

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.

Diversity management

The Group is working to promote diversity from the perspective of respecting the uniqueness of all people.

・ Once a year, we hold an overnight event as part of our diversity training. At the event, a selected group of female employees engage in themes such as global communication training, management, and coaching. We also periodically hold meetings for exchanging information among female managers, female candidates for upcoming management positions, and young female employees.

・ We are also promoting the hiring of foreign human resources and have set a target hiring ratio of 10%. Furthermore, for the ratio of foreign nationals in management positions, our target is to reach 10% by March 2025, three years from now.

・ As of December 2021, the ratio of mid-career professionals hired as managers accounted for 48.1%. Moving forward, we will continue to actively hire human resources who possess external knowledge and are ready to contribute to the Group immediately.

・ We actively hire people with disabilities. In January 2014, we established AI FACTORY CO., LTD. in Tottori City, Tottori Prefecture. In May 2016, AI FACTORY was certified as a special subsidiary(*).
AI FACTORY was established by renovating a closed elementary school and is now an all-weather plant factory that uses LEDs to mainly grow leafy vegetables without pesticides. The Group will continue our efforts to employ more people with disabilities.

(*) Special subsidiary: A company approved under certain conditions in order to promote and stabilize the employment of persons with disabilities, as based on the Act on Employment Promotion etc. of Persons with Disabilities.

Advancement of women

In addition to three directors and four executive officers, the Group has 46 female managers throughout all departments. Of the above managers, there are 12 managers in positions equivalent to department managers and 34 managers in positions equivalent to section managers. The percentage of female directors at ID Holdings is 50%.

In addition, the directors of overseas bases (ID Amsterdam Branch Office, ID Wuhan, ID Singapore, ID America, ID Myanmar) are 100% female, and one of those directors is a foreign national employee. The ID Group has three foreign nationals in the position of officer. By assigning female managers to each department, we create diverse working styles through the unique sensibility and footwork of women.

As of December 2021, the percentage of female managers in the ID Group is 17.3%. Our target for three years in the future (March 2025) is 30%.