Sustainability
Deepening Human Resources
Concept
We are promoting human resource activities and providing training to ensure that diverse senses of value and backgrounds are respected and to get the maximum potential out of each and every employee, and aiming at creating working environments and systems in which it is worth working.
Respecting Human Rights
We believe that it is the responsibility of companies to place the emphasis on respecting human rights to ensure that everybody retains the right to freedom and happiness, and in addition to adopting initiatives within the company to guarantee this, we are also continuing to perform our business activities while respecting the human rights of not only our customers, but also all members of society.
Promoting Activities and Training for Diverse Human Resource
We believe that ensuring growth in each and every one of our employees will result in growth for the company, and we therefore provide support and training for ability development and career development for our employees, while reforming our personnel system.
Detailed Initiatives
Creating a New Personnel System
We inaugurated a project team to drastically revise our personnel system in September 2021. We arranged for consultants to carry out employee interviews and career potential evaluations in order to analyze, identify problems and establish environments within our current personnel system, training system and operational status. Based on the results of these discussions, the project team has been engaged in ongoing discussions and has achieved various system reforms, including “revision of the qualification grading system and evaluation system” and “tripling the allowance for dependent children”.
Revision of the qualification grading system and evaluation system
Providing Working Environments in which it is Worth Working
We are reforming work practices and improving our engagement with employees by flexibly responding to the need for diverse working styles amid the everchanging social environment. We intend to reform the culture within the company so that ITFOR can grow together with its employees.
Detailed Initiatives
Conducting interactive roundtable meetings between outside directors and employees
From September to November 2024, we held meetings with outside directors to promote diversity and inclusion.To promote career development and improve the workplace environment, participants exchanged opinions across gender and age groups on themes such as “work-life balance,” “leadership,” and "retention of younger workers.Although this was our first attempt, the satisfaction rate of the participants exceeded 90%.We will continue to deepen the dialogue between management and employees to create an organization in which all employees can play an active role.
Promoting Telework
We enacted a permanent system of teleworking in September 2021 to nurture diverse working styles, working environments in which it is easy to work, and our corporate culture, and to ensure that we can continue operations during natural disasters and other emergencies. In addition to newly establishing a system of teleworking allowances and promoting activities within the system, we adopted initiatives for strengthening the internal infrastructure by providing employees with terminals, etc., which is enabling us to create a working environment in which telework can be easily incorporated.
Promoting the Enactment of Measures to Improve the Rates of Taking Paid Leave
We have adopted unique measures for allowing employees to refresh themselves both mentally and physically by actively taking paid leave, which will enhance motivation and improve work efficiency, and help promote working styles that take work-life balances into account. For example, we encourage the meaningful use of paid leave, such as by providing financial incentives for employees to take paid leave in their birth month.
Conducting information exchange meetings with other companies
We actively exchange opinions with user companies and affiliated companies that implement advanced sustainability measures.The knowledge gained through cross-industry dialogue has raised our awareness of the challenges we face and led to recommendations for specific internal measures to promote diversity and inclusion.
Implementation of a Survey into Employee Engagement
We have been conducting periodic organizational assessment survey since August 2021.This clarified the viewpoints of our employees by scoring them on their expectations and satisfaction levels of the company and its organization so that we can create optimal working environments and create an optimal personnel system, and this has resulted in us enhancing our engagement with employees while implementing additional surveys on a regular basis and reflecting the results back onto the PDCA cycle.
Head office Tokyo office expanded
On the occasion of the 50th anniversary of our founding in 2022, we created a new office environment at our headquarters to create a place where space and time can be shared freely regardless of organization in order to generate new ideas.The entire space, including the glass-enclosed conference room, is open, with a flexible layout to allow for a more flexible work style.In addition to free beverages, the café space has a play area with darts and billiards to encourage employees to relax and promote communication among them.
In 2024, the Kyushu office was relocated and the Tokorozawa building was renovated. 2025 is also planned for the relocation of the West Japan office.We will continue to create a comfortable working environment for our employees.
Click here for further details
Introduction of self-biz
From April 1, 2025, we have introduced a full-fledged year-round “self-biz” program that allows employees to freely choose their attire while taking TPO into consideration.The decision to introduce the system was based on 96% approval after a trial run and employee survey, with the objectives of respecting diversity, increasing autonomy, and creating value through flexible thinking.
Continual Promotion of Occupational Health and Safety, and Health Management
In addition to ensuring the safety of employees and promoting occupational health and safety within an environment in which the diversification of employment styles is advancing, we are also increasing health and welfare to ensure that employees are able to maintain their health and striving to create environments in which it is easy to work for all employees.
Detailed Initiatives
ITFOR Hotline
We have established hotlines both within and outside of the company that employees can contact for consultations if they have any concerns about their workplace, such as when problems related to power harassment, sexual harassment and compliance, etc., arise or are experienced, and when employees are worried over human relationships or having difficulty working within the workplace.
Mental Health Care for Employees
We carry out an annual stress check with the aim of raising employee awareness of any stress they may be under, and provide support and improve the working environment as a preventive measure against mental health issues. We also provide consultations with industrial doctors when needed, and have set up an ITFOR hotline.
Health Management® Alliance
By endorsing the vision of the Health Management Alliance, “Revitalization of Japanese companies through employee health and realization of sustainability of health insurance,” and by joining the Alliance, we will promote further health management-related initiatives.
“Hataraku Yell” Certification
For the second year in a row, we were certified as a “welfare promotion corporation” under the “Hataraku Yell 2025” program, which recognizes corporations that focus on welfare programs.Our efforts to develop a system that allows diverse employees to work comfortably and to respond to the times have been highly evaluated and led to the achievement of certification. We will continue to strive to create a better workplace environment in the future.
Raise retirement age to 65
2A new system to raise the retirement age for regular employees from 60 to 65 has been in operation since FY2025.In addition to the retention and success of human resources, we also implemented a selective retirement system and compensation review to create a secure and long-lasting working environment.Amid a declining birthrate and an aging population, we aim to achieve sustainable growth by increasing the strength of our older workers.