Diversity & Inclusion (DEIB)
Promotion of DEIB (Diversity, Equity, Inclusion, Belonging)
The SCSK Group is committed to promoting Diversity, Equity, Inclusion, and Belonging (DEIB) with the aim of becoming a company worth working for, a workplace where every talent can thrive and fully demonstrate their abilities in an environment that is both comfortable and fulfilling.
We respect and embrace diversity not only in terms of attributes such as gender, age, and nationality, but also in ways of thinking, abilities, and values. By transforming these differences into strengths, we strive to invigorate our organization and enhance its creativity. Furthermore, we are working to establish a workplace environment that ensures equitable treatment tailored to each employee’s circumstances, while fostering a culture where everyone feels a sense of belonging and can demonstrate their best with confidence. Through these efforts, we aim to create new value and deliver sustainable growth.
Ensuring management diversity
To foster diversity in decision-making, SCSK has set specific targets for female representation. By the end of FY2030, the Company aims to achieve 30% female representation on the Board of Directors and 20% at the senior executive officer and senior corporate officer levels. In addition, by the end of FY2025, the Company targets 12% female line managers in general manager positions and the development of 150 female employees with advanced expertise in the IT area, which forms the core of the Company’s business.
To support these goals, the Company actively promotes the advancement of women to senior positions through its “Supporter System,” in which business unit leaders provide role-specific development opportunities to the candidates. This system includes management-level sessions, external training programs, supporter interviews, and Career Cafes.
Furthermore, SCSK is working to eliminate gender-based disparities in growth opportunities caused by differences in working hours through its working style reform initiatives. The Company also aims to ensure equitable evaluation and treatment by implementing IT Skill Level Assessment framework. In addition, through measures such as Unconscious Bias Seminars, SCSK is developing a workplace environment where all employees, regardless of gender, can balance work with family and childcare responsibilities and fully demonstrate their potential.
Support for balancing work and life events
To enable employees from diverse backgrounds to thrive on an equal footing, SCSK has implemented a range of initiatives aimed at correcting long working hours and promoting more productive work styles, such as the “Smart Work Challenge.” The Company has also established systems that offer flexibility in both work location and hours, including remote work and flextime arrangements. In addition to developing these systems, SCSK is actively working to create a workplace environment and organizational culture that encourage their effective utilization.
To support the balance of childcare with work, we promote the creation of an environment which enables both men and women to participate in childcare and balance it with work. In FY2024, the Company introduced a new “Parental Leave” program, which allows male employees to take up to 20 days of special paid leave following the birth of a child. This initiative aims to create a workplace environment that facilitates family support and parenting for male employees, while also cultivating a culture where both men and women can successfully balance work and childcare. In addition, we have launched initiatives to support women in balancing work with gender-specific health concerns and fertility treatments.
With regard to the measures for balancing work and nursing care, we proactively provide information through nursing care seminars and individual counseling sessions, in order to enable employees to continue working even if a need for nursing care arises. These efforts are designed to reduce employee concerns and support them as they prepare for caregiving responsibilities.
We participate in “WITTy (Women in IT in Toyosu),” which is formed by nine IT companies. WITTy is a community that was created with the aim of supporting the further advancement of female engineers working in the IT industry beyond the boundaries of the company. Since its establishment in 2013, it has regularly held exchange events to share industry-specific concerns and issues, continue to work energetically, and draw up a career that suits female workers. We will continue to cooperate and advance various initiatives to enable women to play active roles throughout the industry.
Promotion of active participation by persons with disabilities
SCSK Group is working to promote the employment and active participation of persons with disabilities, with the aim of creating an inclusive work environment, fostering a corporate culture that embraces diversity, and instilling the philosophy of normalization throughout the organization. We are further strengthening our efforts to create an environment, both within the workplace and in society, where all employees, regardless of disability status, can support one another and work with vitality.
Supporting the employment and empowerment of para-athletes
As of March 2025, the SCSK Group employs 15 para-athletes and supports them in balancing their athletic pursuits with their professional responsibilities. Through these efforts, we aim to contribute to a society in which diverse human resources play active roles with vigor.
Expansion of relaxation rooms
Relaxation rooms are set up at major sites of SCSK, where visually-impaired persons who are qualified as “massage and finger-pressure therapists” under national licensure play an active role as in-house massage therapists. These relaxation rooms not only support the maintenance and improvement of employee health, but also help create employment opportunities for persons with disabilities.
Special-purpose subsidiary: Tokyo Green Systems
As a model company which employs people with severe disabilities, the Tokyo Metropolitan Government, the Tama City Government, and SCSK established through co-investment “Tokyo Green Systems Corporation (tgs)” in 1992 as a third-sector company. With the philosophy of “participation, independence, and symbiosis,” tgs aims to achieve “independence and contribution” and promotes employment of employees with disabilities as a special-purpose subsidiary of SCSK.
Initiatives for LGBTQ
SCSK promotes the development of a workplace environment where everyone can work with peace of mind and be true to themselves, while deepening understanding of LGBTQ issues. The Company has clearly defined a policy which prohibits discrimination based on sexual orientation, and works to raise awareness through measures such as establishing internal consultation channels and providing training and seminars for all employees. In terms of internal rules, same-sex and common-law partners are recognized as “spouses” and are eligible for applicable company programs and benefits. Starting in FY2024, we began participating in Tokyo Rainbow Pride, a non-profit organization, and launched an internal Ally* Community. Through peer-to-peer information exchange, sharing of perspectives, and regular events, the Company continues to expand its network of support.
*Ally is a collective term for people who support the LGBTQ community.
Belonging (“B” in DEIB) and Well-Being
Starting from FY2024, SCSK has further developed its diversity and inclusion initiatives by adopting the DEIB framework. In particular, “Belonging” is expressed as “working together,” and SCSK promotes activities aimed at enhancing well-being through the collective efforts of employees, organizations (teams), and the Company as a whole. In the context of well-being, DEI is defined by three key indicators of respect for diversity, equity, and psychological safety, which are positioned as essential foundations for creating value.
