We undertake measures to respect human rights in accordance with the International Bill of Human Rights (comprising the Universal Declaration of Human Rights and the International Covenants on Human Rights), the ILO Declaration on Fundamental Principles and Rights at Work, the Ten Principles of the United Nations Global Compact, and the Guiding Principles on Business and Human Rights. The Code of Conduct that we adopted states that we will respect human rights and diversity and strive to be an enterprise brimming with the joy of work and growth opportunities and so that we will emphasize consideration for human rights and respect for fundamental human rights.
In consideration of the human rights of the children who will be responsible for the future, we support the Children’s Rights and Business Principles established by international organizations and work to protect and promote the rights of children through our business.
We believe that human resources are our greatest assets. In accordance with our corporate philosophy of "Take on what our society needs now," we don’t choose human resources, but rather, based on our value of establishing a diverse workforce and assigning the right person to the right position, we achieve diversity by hiring people without sorting them according to gender, age, nationality, or the hours when they can work. Our objective is that as a result of this effort, we will be a company that continues to be selected by human resources. This is our fundamental value concerning human resources and is also a strength for handling a diverse range of products and goods in our business.
Direct Marketing MiX has recognized individual differences and fostered a culture of using diversity to promote diversity and inclusion, and will continue to do so in the future.
We evaluate the abilities of executives and employees objectively in accordance with a fair evaluation system and, while respecting their skills and independence, assist their career formation by, for example, assigning the right people to the right positions.
Furthermore, in addition to group training and on-the-job training for executives and employees to acquire the specialized skills required in each field of business, we provide opportunities for them to be even more active through, for example, correspondence courses for self-study, e-learning, an in-house qualification system to measure the results of these activities, and assistance in the acquisition of qualifications.
By rank | By objective | Common training | |||||
---|---|---|---|---|---|---|---|
Promoted employees | Current employees | Top management development | Women's empowerment | ||||
Top management | Awareness improvement training | Compliance training | Future top management development training |
Women's empowerment training |
|
||
Executive employees | |||||||
New manager training | Profitability awareness improvement training | ||||||
Leaders | New SV training | ||||||
New TR training | |||||||
General employees | General employee training | ||||||
New employee training | |||||||
Mid-career employee training |
We believe that the ability of executives and employees to make full use of their skills regardless of gender enhances corporate value, and we actively support this.
We are taking measures to enable diverse work styles that give due consideration to the work-life balance including telecommuting, reduced working hours, and flextime tailored to the details of work of each employee with a focus on woman, who are more likely to be subject to limitations on work styles due to variation in lifestyles. In addition, our benefits programs include BaBee Mama, partnerships with company-led childcare centers to support employees who are returning to work by providing an environment where women with children can work with peace of mind by enabling them to leave their children at daycare centers near their workplaces.
In March 2021, we were placed second in the ranking of best companies for women within the Best Workplaces in Japan 2021 by the Great Place to Work® Institute Japan. In the future, we will continue to develop work environments that empower women and make it easy for them to select flexible work styles tailored to the individual life conditions.
We promote understanding of and support for sexual minorities including LGBTQ individuals.
We hire a diverse workforce regardless of gender, age, and nationality and strive to create an environment where all employees can work with mutual respect for one another's values and circumstances. In 2019 we received Bronze certification under the Pride Index, a measure of workplace initiatives concerning sexual minorities including LGBT individuals established by work with Pride.
With the aim of enabling all executives and employees to demonstrate their full capabilities regardless of disability, we strive to enable individuals to perform work according to the disability classification and personal abilities. We will continue to provide support so that all personnel can work comfortably regardless of disability.
When hiring, we do not select human resources. Based on our value of establishing a diverse workforce and assigning the right person to the right position, we achieve diversity by hiring people without sorting them according to gender, age, nationality, or the hours when they can work. As a result, we have become a company that is selected by human resources, and many of our employees are parenting, caring for a family member, or working two jobs, or have a dream that they are pursuing while working in a way that suits them, regardless of whether they are regular or non-regular employees. We have created an environment where employees can maintain a good work-life balance and work sustainably with systems that allow employees to be compensated according to results and to advance their careers according to their individual abilities, even if a full-time employee seeks to work reduced hours.
We believe that functioning as a platform for those who have difficulty working in other companies for various reasons is our social role to be performed through business. Against the backdrop of flexible work schedules such as working three hours a day or one day a week and partnerships with company-led childcare centers is the desire to enable people with diverse social backgrounds, such as single parents, to work regardless of various restrictions. In recognition of these efforts, we have been certified as a Single-Family Support Certified Employer.
We believe that enabling executives and employees to perform their work in good health and safety and to demonstrate their full potential leads to corporate growth.
We endeavor to build workplace environments in which executives, employees, and cooperating persons can work safely, securely, and comfortably, enjoy good health both physically and mentally, and get lots of job satisfaction.
Furthermore, we arrange an environment that enables them to work flexibly and balance their job with parenting, nursing care, medical treatment, and so on, thereby helping everyone to work enthusiastically and fully display their abilities and achieving both corporate development and individual well-being.
No. of employees | FY2020 | FY2021 |
---|---|---|
No. of consolidated employees*1 | 3,730 | 4,716 |
Regular employees | 763 | 1,053 |
Percentage of regular employees | 20.5 | 22.3 |
Non-regular employees*2 | 2,967 | 3,663 |
Percentage of non-regular employees | 79.5 | 77.7 |
Female employees | FY2020 | FY2021 |
---|---|---|
Percentage of female regular employees | 40.3 | 42.7 |
Percentage of female managers | 9.6 | 14.0 |
Employees with disabilities | FY2020 | FY2021 |
---|---|---|
Employees with disabilities | 31 | 50 |
Percentage of employees with disabilities | 1.9 | 2.1 |
Education | FY2020 | FY2021 |
---|---|---|
Annual training time (hours) | 20,168 | 32,296 |
Average training time per employee (hours) | 26 | 28 |
Annual training cost (thousand yen) | 90,470 | 107,370 |
Average training cost per employee (thousand yen) | 120 | 94 |
Our business activities are supported by a variety of stakeholders including shareholders and investors, customers, business partners, creditors, local communities, and employees. The trust from these stakeholders is the foundation that enables the company to perform its mission as a business enterprise and achieve sustainable growth.
Based on this awareness, we fulfill our obligations as a member of society such as ensuring compliance and transparency. Furthermore, we respond to the expectations of stakeholders concerning our business activities to strengthen their trust while contributing to the development of a sustainable society and prosperous future and fulfilling our social responsibility as a company.
To raise corporate value over the long term, we respect the interests not only of shareholders, but a wide range of stakeholders including employees, customers, business partners, creditors, and local communities.
In addition to disclosures pursuant to laws and regulations, we properly disclose all information deemed to be material to stakeholders, such as management plans, management strategies, and management issues and strive to disseminate information that will contribute to constructive dialogue with shareholders, investors, and others.
We strive to create employment opportunities throughout our business.
In addition to hiring mid-career employees and part-time workers throughout the year, we also recruit recent graduates year-round. We also provide two opportunities for non-regular employees to become regular employees each year. We actively inform employees about registration as a regular employee and job opportunities for recent graduates via the company intranet and on the company's official social media accounts.
We post our Code of Conduct in Japanese and English in the company intranet and inform employees about it.
The Code of Conduct expressly indicates labor standards in 2. Respect for Individual and Job Satisfaction.
In the event of an issue relating to human rights including bullying and harassment of executives and employees, we have created consultation and reporting desks for confidential and anonymous consultations and reporting. If an employee makes contact by phone or email, notice is provided to the Personnel Division in the case of the internal consultation desk, and to an attorney in the case of the external desk, and information is shared with the Risk and Compliance Committee. The details of consultations or reports are investigated and information is gathered while protecting anonymity and confidentiality and ensuring that the reporting individual is not subject to retaliation. If the Risk and Compliance Committee determines that disciplinary measures are warranted, a meeting of the Disciplinary Committee is held to determine the measures to be imposed.
To raise employee awareness concerning human rights, we respond to incidents of harassment reported to the internal consultation desk by conducting harassment training for managers and executives led by the HR Department where they learn about trends and countermeasures based on specific case studies.
In FY 2021, there were 87 consultations and reports. The number of incidents reported is high because we intentionally created systems that facilitate reporting by anyone, but none of these incidents resulted in disciplinary measure. In half of the cases, employees were instructed to make improvements, and for the other half, no violation was found. To mitigate risks, guidance on improvement is provided even in cases of minor infractions.
FY2020 | FY2021 | |||||||||
---|---|---|---|---|---|---|---|---|---|---|
No. of reports | No. of reports | |||||||||
No. of disciplinary measures | No. of guidance on improvement | No. of disciplinary measures | No. of guidance on improvement | |||||||
Overall | Total no. of reports | 102 | 0 | 51 | 87 | 0 | 50 | |||
Compliance violations | 51 | 0 | 51 | 50 | 0 | 50 | ||||
Internal rule violations | 51 | 0 | 51 | 50 | 0 | 50 | ||||
Legal violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
No violation | 51 | - | - | 37 | - | - | ||||
1.Harassment | Total no. of reports | 30 | 0 | 20 | 34 | 0 | 27 | |||
Compliance violations | 20 | 0 | 20 | 27 | 0 | 27 | ||||
Internal rule violations | 20 | 0 | 20 | 27 | 0 | 27 | ||||
Legal violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
No violation | 10 | - | - | 7 | - | - | ||||
2.Work attitude | Total no. of reports | 15 | 0 | 12 | 11 | 0 | 9 | |||
Compliance violations | 12 | 0 | 12 | 9 | 0 | 9 | ||||
Internal rule violations | 12 | 0 | 12 | 9 | 0 | 9 | ||||
Legal violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
No violation | 3 | - | - | 2 | - | - | ||||
3.Work | Total no. of reports | 25 | 0 | 3 | 13 | 0 | 4 | |||
Compliance violations | 3 | 0 | 3 | 4 | 0 | 4 | ||||
Internal rule violations | 3 | 0 | 3 | 4 | 0 | 4 | ||||
Legal violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
No violation | 22 | - | - | 9 | - | - | ||||
4.Salary and commuting expenses |
Total no. of reports | 4 | 0 | 0 | 10 | 0 | 0 | |||
Compliance violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
Internal rule violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
Legal violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
No violation | 4 | - | - | 10 | - | - | ||||
5.COVID-19 related | Total no. of reports | 16 | 0 | 12 | 12 | 0 | 9 | |||
Compliance violations | 12 | 0 | 12 | 9 | 0 | 9 | ||||
Internal rule violations | 12 | 0 | 12 | 9 | 0 | 9 | ||||
Legal violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
No violation | 4 | - | - | 3 | - | - | ||||
6.Other | Total no. of reports | 12 | 0 | 4 | 7 | 0 | 0 | |||
Compliance violations | 4 | 0 | 4 | 0 | 0 | 0 | ||||
Internal rule violations | 4 | 0 | 4 | 0 | 0 | 0 | ||||
Legal violations | 0 | 0 | 0 | 0 | 0 | 0 | ||||
No violation | 8 | - | - | 7 | - | - |
We strive to create work environments where employees, our greatest assets, can demonstrate their maximum capabilities, and we are proud of our high employee retention rate. In the future, we will continue to reinforce bidirectional communication and undertake a variety of measures to create work environments where employees can experience job satisfaction.
We recognize that the survival of local communities and society is an important issue for the sustainable development of the company, and we engage in social contribution activities rooted in local communities based on our corporate philosophy of "Take on what our society needs now."
For the Company, which has a mission of maximizing the sales and marketing results of our clients by using direct marketing methods, hiring people from a wide range of backgrounds without sorting by gender, age, nationality, or the hours when they can work, and so on by conducting "recruiting without selection" and continuously striving for the best match of diverse human resources and products is crucial for developing sales human resources who can demonstrate high performance, the foundation of our business.
The activities of diverse human resources engaged in a variety of work styles are directly linked to our positive business results. In addition to sports, which have universal rules not dependent on language, religion, or culture and can be enjoyed by people of diverse backgrounds to deepen mutual understanding, we also support a program that encourages reading at elementary schools in Osaka Prefecture, fundraising and donations that benefit children suffering from pediatric cancer, community contribution activities such as sponsorship of kids' rooms, and social welfare as priority areas of our corporate strategy. We believe that communicating with a diverse range of people in the community through our activities is crucial for recruiting diverse human resources, which is a strength in our business, and will lead to the sustainable development of the company.
We support the idea that local job creation and local procurement play important roles (ISO26000, etc.). Based on this concept, we strive to contribute to the economy and society through business activities such as local employment and procurement and to achieve sustainable development with local communities.
The Company's expenditures relating to social contribution activities in FY 2021