Diversity and Inclusion

We are promoting D & I with the aim of creating a workplace environment in which all employees can make the most of their abilities. Our D & I aims to “enhance organizational capabilities by allowing diverse human resources to recognize and understand each other as peers,” and we are developing measures to understand and utilize diversity as an organization from three perspectives: “attributes,” “thinking content and ability,” and “opinions and views expressed.” We aim to be a company that continues to achieve sustainable growth and create new value-added services by drawing out the full potential of all our human resources and applying that potential to SCSK’s business growth.

Promotion of Diversity and Inclusion

SCSK established an organization dedicated to the promotion of diversity in 2012. Since then, we have implemented a number of initiatives for leveraging the skills of seniors, women, and employees with disabilities. With the aim of creating a workplace where human resources with diverse backgrounds respect each other and can play an active role, we conduct rank-based training to promote understanding of D & I and hold seminars for all employees. We also use our portal site and in-house magazine to provide information on the significance of D & I, introduce initiatives, and issue messages from top management on a regular basis.

The Medium-Term Management Plan recognizes that the performance of all human resources is the Company’s growth driver, and positions the promotion of D & I as one of the elements necessary to maximize the value of human resources. We have also established a “D&I Committee” to promote this initiative companywide.

Initiatives for Empowering a Diverse Workforce

Promoting the Active Participation of Women

We have been working actively to promote active participation by women, based on the idea that realizing an organizational culture where women can truly shine is a foundation for realizing a broader scope of diversity and inclusion. We have set targets of increasing the ratio of women in general manager positions to 12% and the number of female human resources with extremely advanced specializations to 150 (level 5 or higher in the IT Skill Level Assessment of the Company) over the five-year period from FY2021 through FY2025, and we are promoting training to reach the targets. These targets are positioned as management targets, and we will promote initiatives while monitoring their status.

Promotion of Active Participation by Employees with Disabilities

As a model company which employs people with severe disabilities, the Tokyo Metropolitan Government, the Tama City Government, and SCSK, a private-sector company, established through co-investment “Tokyo Green Systems Corporation (tgs)” in 1992 as a thirdsector 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 specialpurpose subsidiary of SCSK.

In addition, relaxation rooms are set up at major sites of SCSK, where visually-impaired persons who are qualified as “massage and finger-pressure therapists” based on national license are playing an active role as health keepers.

LGBTQ Inclusion Initiatives

SCSK is committed to creating a workplace environment where everyone can work with peace of mind and fostering a workplace culture.

• Creating a Comfortable Working Environment and Rules

• Expansion of the Definition of “Family” in Internal Regulations

We support diverse family forms by expanding the scope of leave and allowances to include partners in de facto marriages and same-sex marriages, as well as children who are not limited to biological or adopted children.

• Explicit Prohibition of Discrimination and Appropriate HR Response Education

We have created and distributed guidelines summarizing basic knowledge about LGBTQ and explicitly prohibited discrimination. We also conduct regular training and workshops, especially for organizations that handle personnel information.

• Establishment of Consultation Desks

We have set up consultation desks both inside and outside the company, where LGBTQ employees can discuss issues and concerns they face.

• Raising Awareness and Fostering Workplace Culture

• Holding Awareness Seminars for All Employees

To promote correct understanding of LGBTQ issues, we hold seminars with external lecturers every year.

• Appropriate Management Education

We conduct e-learning training for all managers and create and distribute internal guidelines to promote a workplace environment where LGBTQ issues are understood and respected.

• Establishment of Ally Community and Distribution of Ally Goods

We have established the “SCSK Ally” community, where members who declare themselves as allies and HR personnel exchange information and provide support. We also produce and distribute stickers and goods with the SCSK Ally symbol mark as tools to express allyship.

The SCSK Ally symbol mark represents the “Three Promises” of our management philosophy and the three pillars of our D&I promotion policy with flowers symbolizing “three types of diversity.” It depicts the growth that comes from recognizing and leveraging each other’s diversity, with “LGBTQ ALLY” representing the stem that supports the growth of these flowers.

• (Note 1) Ally: A person who understands and acts to support LGBTQ individuals.

Support for Balancing Work with Childcare or Family Care

We are making efforts to create a foundation in which employees from various backgrounds can excel at work on the same stage. As part of these efforts, we rectify the problem of long working hours, introduce remote work and flex time systems to provide flexibility in workplace and working hours, and offer various leave programs that allow employees to take time off by half a day or by the hour, thus proceeding with the development of an environment where all employees can actively participate in their work.

Additionally, we have developed a program to support employees working reduced hours due to childcare or family care so that they can return to full-time work at an early stage. We also hold seminars that deepen the understanding of these issues and seek out solutions together and roundtable meetings to facilitate communication and information sharing among employees, thereby working to support autonomous career development.