Diversity and Inclusion／Regional Contribution
》 Main Goals 》 Value Creation Process
》 Materiality（Material Issues）
》 ESG Data
》 GRI Content Index 》 Outline of Activities
》 Website accessibility policy
》 Health and productivity management
》 Initiatives for Achieving SDGs 》 TCFD
》 Improvement of service quality
》 Annual Report(Integrated Report)
Improving the employment environment to promote active participation of women
To help establish an employment environment that enables the active participation of women and permits employees to achieve a better work-life balance, Artner has formulated a General Employers Action Plan, based on the Act on Promotion of Women’s Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children. We also strive to increase the number of female executives and improve the rate of childcare and nursing leave utilization.
| KPI | FY2024 Target |
FY2023 Result |
FY2022 Result |
|---|---|---|---|
| Share of female employees (engineers) | − | 4.1% | 3.7％ |
| Share of female employees (administration ) | − | 27.6% | 31.4％ |
| Share of female employees (engineers) among new employees | − | 6.4% | 3.0％ |
| Share of female employees (administration) among new employees | − | 27.3% | 66.7％ |
| Appointment of female employees (engineers) to managerial positions | Three or more | Two (as of January 31, 2023) | Two (as of January 31, 2022) |
| Appointment of female employees to managerial positions | Ten or more | Ten (as of January 31, 2023) | Six (as of January 31, 2022) |
| Share of female employees in managerial positions | Increase on an ongoing basis | 3.4％ | 3.7% |
| Wage difference between male and female employees (overall) | − | Male 100%：Female 94% | Male 100%：Female 93% |
| Wage difference between male and female employees (engineers) | − | Male 100%：Female 96% | Male 100%：Female 99% |
| Wage difference between male and female employees (administration) | − | Male 100%：Female 71% | Male 100%：Female 71% |
| Usage rate of childcare leave (male employees) | 30% or more | 30.8% | 12.5% |
| Usage rate of childcare leave (female employees) | 80% or more | 100% | 100% |
| Usage rate of nursing care leave (male and female employees) | 50% or more | 7.4% | 1.2% |
Human rights policy
We will respect basic human rights without discrimination based on gender, age, place of origin, nationality, race, ethnicity, creed, religion, disease, disability, and/or other factors.
We will create a healthy work environment, and will not engage in harassment (workplace bullying, sexual harassment, pregnancy discrimination, or any other form of harassment by any name) or any other treatment that would be recognized as inhumane by global standards.
We will make reasonable accommodations for employees’ religious practices and document the details of such accommodations.
We will not require employees to undergo medical examinations that are not reasonably and objectively necessary in the hiring process.
We will respect the rights of employees to form and join labor unions, to bargain collectively, and to participate in peaceful assembly of their own volition, as well as their rights to withhold such participation.
Procurement policy
・As a responsible member of society, we will comply with laws and regulations and respect social justice and basic human rights.
・We will establish equal and fair business relationships and procure the best and most appropriate resources.
・We will conduct fair transactions and act by putting ourselves in our customers’ shoes.
・We will meet customer needs by providing products that offer value in all aspects of price, quality, safety, and the environment.
・We will strive to use environmentally friendly products.
・We will strive to properly manage documents and information.
・We will strictly manage information that should be kept confidential.
Diversity and LGBTQ initiatives
At Artner, we believe that promoting workplace diversity and giving all employees the opportunity to demonstrate their full potential lead to innovation and value creation. For this purpose, we strive to foster an inclusive company culture, through measures such as diversity training, LGBTQ study meetings, and activities to promote an understanding of gender equality by all employees.
Establishing a diversity promotion office
In September 2011, Artner set up a Diversity Promotion Office (now Diversity Team), centered around people with disabilities. In addition to promoting the employment of people with disabilities, we also aim to create a workplace that enables all employees to feel fulfilled by their work.
Active hiring of people with disabilities
Artner actively hires people with disabilities. In 2018 Artner was officially recognized by Osaka Prefecture for its outstanding company efforts in support of people with disabilities. (This award is part of the prefecture’s initiatives to actively support the employment of people with disabilities.)
Programming classes for elementary school students
We run computer programming classes led by Artner employees for children in grades four to six at local elementary schools. Like this, we provide opportunities for children to learn how to think like a programmer.
Initiatives to clean public spaces
As part of its community service activities, Artner organizes a cleanup of Esaka Park, located near our learning centers in West Japan, and of Shin-Yokohama Ekimae Park, located near our Tokyo headquarters and learning centers in East Japan, inviting the participation of all of our directors, managers, and employees.
Volunteering at Osaka Prefectural Suita School for Students with Special Needs
Since 2018, our staff have been serving as “school volunteers” for the annual festival at Osaka Prefectural Suita School for Students with Special Needs.
