Top of Page


Links to move inside this page.

  1. HOME
  2. Investor Relations
  3. ESG Initiatives
  4. social
  5. Diversity

Diversity

Diversity

Ensuring diversity in core human resources etc.

Policies for ensuring diversity in core human resources

As one of the business philosophy, IIJ and its group companies ("IIJ Group") sets "We aim to offer meaningful working opportunities for growth through business, in which our staff with diversified talents and values can take a proactive approach to technical innovation and social contribution, and actively demonstrate their abilities with pride and a sense of satisfaction". IIJ Group has hired diverse human resources irrespective of gender, nationality, disability, other personal attributes, and whether they are new graduates or mid-career hires, and IIJ Group has deployed and promoted them based on their ability and performance with respect for various perspectives and values. IIJ Group believes that the continuous pursuit of the above business philosophy will lead to creating new technologies and values.

Characteristics of human resource structure

As of April, 2022, approximately 70% of the total employees in IIJ Group belonged to in technology and service departments, and most of them were recruited from universities and other educational backgrounds in science and engineering where the ratio of female was low. In addition, IIJ was founded in 1992, and in the early days of its business, it had not hired new graduates but mid-career professionals, which resulted in a structural characteristic that the ratios of male employees and mid-career hires are higher in older age groups.

Regarding voluntary and measurable targets for ensuring diversity in core human resources etc.

Female employees

Due to the characteristic of human resource structure, the ratio of female managers in IIJ (non-consolidated base) was 5.7% as of April 2022. The ratio of female employees hired in recent years has risen to approximately 26%, and the number of female managers has gradually increased as well. Since IIJ has been continuously enhancing its systems and work environment to balance work and family life such as childcare, the ratio of female managers is expected to increase organically. The ratio of female managers is estimated to be 6% or more in FY2024 and 8% or more in FY2027, respectively.

Number of managerial positions and ratio of females in managerial positions

Number of managerial positions and ratio of females in managerial positions

Mid-career hires

The ratio of mid-career hires in management positions of IIJ group was approximately 80% as of April 2022, owing partly to the characteristic of human resource structure. The IIJ Group's current basic policy for hiring is to hire and train new graduates as its major human resources with hiring mid-career professionals for immediate business needs, and it will continue to follow this policy. Therefore, the IIJ Group expects the ratio of mid-career hires in management positions to decline organically, and it does not set a specific number target.

Non-Japanese Employees

In line with the above the IIJ Group's business philosophy, IIJ Group continues to hire employees irrespective of nationality, etc. IIJ Group has employed non-Japanese people as Internet-related technical researchers and other positions, but it does not set a specific number target for the ratio of non-Japanese employees since its business is mainly conducted in Japan. IIJ Group has been developing overseas business as part of its business, and it had 123 non-Japanese employees in Japan and other countries, 47 of which were managers as of the April 2022.

Employing people with disabilities

IIJ Group strives to create a working environment in which all employees can work with a feeling of vitality. To achieve this, we employ people with disabilities not for engaging in limited types of work but by having them take charge of a variety of work according to the degree of their disabilities and capabilities.

The Group has introduced a work system where employees with walking disabilities can work at home because commuting to work can be a major inconvenience, particularly in regional areas. Currently, 23 employees of IIJ Group in Sapporo and 7 employees in Matsue are working under this system.

As of June 2022, the employment rate for people with disabilities was 2.43%, achieving the statutory employment rate.
We continue to work to further promote employment.

Reemployment system for retired employees

IIJ has introduced a “continuous employment system” to reemploy retired employees. This system allows employees to continue working as temporary staff from the day following their mandatory retirement at the age of 60. Over the past five years, most of reemployment have taken advantage of this system. The details of responsibilities and working hours of reemployed employees are decided through consultation between the company and the employee.

Work-life balance

work life balance

IIJ respects the life stages and values of each employee, and we continually endeavor to create an environment that supports both work and family life so our employees can demonstrate their full potential.

As for working environment, IIJ Group operates a variety of support systems for illness, childcare, and nursing care that enable employees to balance work and family life, including "Childcare and Nursing Care Leave Systems", and "Private Injury and Illness Return Leave System". Employees can also use "Flextime System", "Shift Work System", "Shorter Working Hours System", "Remote Work System", etc. to meet their job characteristics and individual situation.

Promoting diverse working styles

Diverse working hours (Flextime and discretionary work systems)

Diverse working hours
System Overview
Flextime Employees work flexibly in accordance with the core time set for each department according to the business characteristics of the department. In addition, employees who are raising children may use the “Childcare Flextime System” until their child enters the sixth grade. Employees who are nursing family members may use the “Nursing Flextime System”
Discretionary work system Under this system, employees are considered to have worked during the hours set by labor and management, and how to proceed with their work and allocate time and working hours is left to their own discretion so they can work efficiently and effectively
Staggered hours system This is a work-hour modification system that enables employees to work flexibly according to their individual needs, such as to balance between childcare and nursing care and secure time for self-improvement
Shortened working hours This system allows enables employees who are raising children or taking care of family members to shorten their working hours by up to 1.5 hours per day (2 hours for business support positions). Employees raising children may use this system until the end of September when their children are in first grade (until the end of the third grade for business support positions). Employees taking care of family members are eligible to use this system for three years

Diverse work environments (remote work, satellite offices)

IIJ Group expanded its remote work system, which we introduced as part of our working-style reforms, to apply companywide as a measure to prevent the spread of COVID-19 infection, amid the pandemic's spread in 2020. IIJ Group will continue to promote the use of remote work in a way that suits the infection situation and social situation.

Similarly, IIJ Group has introduced a satellite office system mainly for its sales division. In fiscal 2022 and beyond, IIJ plans to expand it to other divisions where it promises to be effective, further increasing the options for how employees work.

Encouraging employees to take paid holidays

To encourage employees to take paid holidays, IIJ developed an environment in which they can easily take holidays based on their individual circumstances, such as by making holidays available on a half-day basis.

Reducing overtime

IIJ has been working to improve and smooth out work efficiency to reduce overtime.

Childcare support systems

In addition to legally mandated maternity and childcare leave, IIJ has established a system that goes beyond these, including special leave for spouses and childcare flextime, which we have introduced on our own. Stemming from this action, many employees, regardless of gender, have taken childcare leave or maternity leave and have returned to work afterward.

Support for employees returning to work

IIJ has signed contracts with childcare facilities through the Company-Led Childcare Business Program to support the smooth return of employees who have taken childcare leave. The contracts involve multiple companies using facilities established by childcare businesses, and they can be used when employees’ requests for services are judged as appropriate after consultation between IIJ and the childcare business. As of March 2022, we have signed contracts with nine service providers (25 facilities in six prefectures).

Nursing care support system

To prevent the loss of employees due to nursing care, IIJ has introduced a system that enables employees to take nursing care leave on a one-day basis and for up to 365 days per eligible family member, which exceeds the legal requirement in Japan. Employees who are taking care of their family members can take advantage of the nursing care shortened working hour system and nursing care flextime system, and may also be able to work remotely from home.

Promoting women

Responding to the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on Promotion of Women's Participation and Advancement in the Workplace

IIJ Group has set targets for employment and work-style modification based on the Act on Advancement of Measures to Support Raising Next-Generation Children (from hereon, the “Next-Generation Act”) and the Act on Promotion of Women's Participation and Advancement in the Workplace. We have been working to create an environment in which women can play an active role over the long term by introducing systems to work remotely and providing flexible or shortened working hours for employees who are raising children.

Recognizing these efforts, IIJ Global Solutions Inc., an IIJ Group company, received a 3-Star certification under the “Eruboshi” recognition system based on the Act on the Promotion of Women's Participation and Advancement in the Workplace. This is the highest level of certification for a company that meets the criteria for all categories: employment, continuous employment, working hours and other working styles, management-level ratio, and diverse career paths.


End of the page.

Top of Page