Society

Human Rights Policy

As a company, we will deepen our understanding towards all people who are affected by our business and act appropriately based on our human rights policy.

Policy Position

All documents and norms regarding efforts to respect human rights in business activities are positioned as a high-level policy.

Scope of Application

This policy applies to all NEOJAPAN officers and employees (including officers, regular, employees, and contract employees). We expect our business partners and suppliers to comply and support with our policy.

Practice of human rights

  • We promise to respect the human rights stipulated in the International Human Rights Code and the International Labor Organization’s (ILO) Declaration on Basic Principles and Rights in Labor, as well as the United Nations Business and Human Rights. We support these guidelines and work towards applying these principles.
  • Prohibiting all discrimination and harassment based on race, ethnicity, nationality, social status, family origin, gender, disability, health condition, belief, sexual orientation/gender recognition, and differences in occupation and employment form. We strive towards providing a safe work environment, ensuring appropriate wages, responsible work practices including proper hours, freedom of association and the respect for negotiation.
  • We do not condone labor exploitation such as child labor and any form of human trafficking
  • We strive to fulfill our responsibilities towards communities that are affected by our business, including the Indigenous peoples.

Diversity

We foster a culture where employee diversity is acknowledged and accepted regardless of nationality, race, gender, religion, age, disability, etc., and create a work environment where everyone can maximize their abilities.

Support the Active Participation of Diverse Human Resources

We strive to realize a society that respects diverse values through activities aimed at creating employment for foreign nationals and people with disabilities. When hiring or promoting, we aim to create an environment where employees can work comfortably, regardless of gender, sexual orientation, nationality, race, religion, or beliefs,

  • Supporting senior human resources:
    We have established a reemployment system after retirement to create an environment where applicants can continue to play an active role. Going forward, we will continue to build a system for seniors to work, including raising the retirement age.
  • Promoting active participation of overseas human resources:
    The Malaysian join venture operates mainly with local employees. Through mutual support such as dispatching personnel between Malaysia and Japan, we are striving to develop local employees so that they can fully demonstrate their abilities, regardless of nationality. This includes further improving the technical capabilities of local employees.
  • Promoting activities for people with disabilities:
    With the cooperation and support of external job coaches, we are promoting the retention support for people with disabilities. We will continue to actively hire people with disabilities at all times.

Results

Employment status of people with disabilities

Fiscal year FY2015 FY2016 FY2017 FY2018 FY2019
Number of people with disabilities employed 0 0 1 1 3
Employment rate of people with disabilities 0% 0% 0.96% 0.86% 1.27%

* From 2015 to 2018, only NEOJAPAN Inc. is included. From 2019 onwards, the performance of the entire NEOJAPAN Group is collected.

Percentage of Women Managers

Fiscal year FY2015 FY2016 FY2017 FY2018 FY2019
All Managers 24.6 26.0 28.4 29.3 31.7
Women Managers 2.0 1.6 1.0 1.0 1.0
Percentage of Women Managers 8% 6% 4% 3% 3%

Work-life balance

By utilizing in-house systems and tools, we are working to promote work-style reform (promotion of work-life balance.)

Measures to support diverse work styles and the active participation of human resources

  • Limitation of overtime work and promotion of annual vacation time:
    The Company sets no overtime days, encourages employees to leave the office at the predetermined time, and promotes combining annual paid vacation days with the Golden Week, year-end, and summer holidays both to support the health of employees and to create a work environment that makes it easy to balance work and family.
  • Overtime work hour target:
    The Company is seeking to improve productivity and reduce overtime hours.
  • Work from Home:
    A system is in place enabling employees who increase their work productivity by working at home to do so up to two days per week.
  • Shortened working hours for childcare and long-term care:
    Employees raising children (below elementary school age) and employees with a family member in need of long-term care may reduce the actual work time by 2 hours per day (in 30-minute segments).
  • Spouse (paid) maternity leave:
    An employee may take a one day leave when a spouse is giving birth.
  • Employee shareholding association system:
    A shareholding association system is provided to support employees in building personal assets.
  • Influenza vaccinations:
    Influenza vaccinations are provided by the Company to maintain employee health and to protect against the risk of influenza within the Company.

Results

Paid leave acquisition rate

Fiscal year FY2015 FY2016 FY2017 FY2018 FY2019
Average number of days granted 16.1 15.4 15.2 15.2 15.0
Average number of days acquired 7.0 8.2 8.3 8.5 9.6
Acquisition rate 43% 53% 55% 56% 64%
  • * The number of days granted excludes the number of days carried forward.
  • * The number of acquisition days is the number of days actually acquired in one year.
  • * The acquisition rate is the total number of acquisition days / total number of grant days.
  • * Achievements only for NEO JAPAN Inc.

Number of childcare leave

Fiscal year FY2015 FY2016 FY2017 FY2018 FY2019
Male 0 0 0 0 1
Female 0 1 0 1 1
Total 0 1 0 1 2
  • * For childcare leaves, the figures represent the year in which the employee has taken a leave.
  • * From 2015 to 2018, only NEOJAPAN Inc. is included. From 2019 onwards, the performance of the entire NEOJAPAN Group is collected.

Human Resource Development

We are considering working to systematically strengthen the human assets that will support our business in the future. The basis of human resource development is OJT and we are conducting each training to back up OJT.

Efforts for Human Resource Development

Training System

  • New employee training
  • New employee follow-up training
  • Next-generation leader training
  • Leadership training
  • Product training
  • Compliance training
  • Harassment training

Training of new employees

Every year, we hire new graduates and hire new employees while working on systematic recruitment and training of human resources. The new graduates will continue on to specialized training after receiving the basic training necessary to play an active role in our company such as business etiquette, in-house systems and rules, and knowledge of the industry. In the specialized training for development, we have assigned a dedicated education employee to teach programming and have a training system that allows us to firmly acquire skills.

The improvement of technical capabilities

To improve the technical skills of employees, we recommend and support providing incentives for employees to acquire qualifications.


Customer service policy and measures

With the aim of satisfying all of the customers that use our products and services, the Company organizes companywide task teams and all employees are united behind the Customer Service (CS) Basic Policy to implement ongoing measures to improve our products and services.

CS Basic Policy

  • Develop products and provide services from the customer’s perspective
  • Value communications with customer

Customer Feedback Flow Chart

Customer Feedback Flow Chart

Initiatives to improve CS

  • Continuously improve products and services in response to customer feedback
    In addition to providing new added value in line with current trends, we continuously improve and expand our products and services based on customer opinions and requests received by our sales and support teams.
  • Continuously share information to deepen product familiarity
    The Company invites customer to hands-on seminars and regularly distributes information via email, Facebook, and Twitter to help customers become more familiar with and make the best use of our products and services.
  • Always present a human face to customers
    We seek to assure customers by always presenting a human face for the Company at events and exhibitions, via the Minato Desknet’s information website for product usage tips and “User Discussion Meetings” on various topics with Company staff, and PR visits to users accompanied by violinist Erika Matsuo.

Results

Number of reflected customer requests

Number of reflected customer requests

NPS Survey (In-house research)

NPS Survey (In-house research)

* NPS (Net Promoter Score):
NEOJAPAN surveys customers using its products and services asking to rate “How likely are you to recommend our products and services to friends and colleagues?" on a scale from 0 to 11. Responses of 9-10 are categorized as “Recommender,” 7-8 as “Neutral,” and 0-6 as “Critic.” The NPS is the percentage of the total who are Recommenders minus the percentage of Critics. The more recommenders and fewer critics, the higher the NPS number.

Customer Satisfaction Survey (Survey by Nikkei BP)

Customer Satisfaction Survey (Survey by Nikkei BP)

* Source: Nikkei BP “Nikkei Computer Customer Satisfaction Survey, Groupware / Business Chat Category”

Health and Safety

We have formulated a policy on occupational safety and health and mental health. We have also developed occupational safety and health activities based on this policy. Recognizing that ensuring the safety and health of every employee is the foundation of corporate management. We strive to ensure a safe and comfortable working environment and strive to eliminate occupational accidents and maintain and improve welfare.

Occupational Safety and Health Policy

Based on Chapter 10 (Health and Safety) of the Employment Regulations, we will enhance the safety and health activities in the company, clarify the basic matters necessary to prevent occupational hazards, and ensure the safety and health of employees. Occupational safety and health has been established with the aim of promoting the formation of a comfortable working environment.

Health Committee Chart

Health Committee Chart

Initiatives for Occupational Safety and Health

  • Conduct a medical examination
  • Holding a hygiene committee
  • Company-wide hygiene management
  • Conducting stress checks

Results

Number of occupational accidents

Fiscal year FY2015 FY2016 FY2017 FY2018 FY2019
Number 0 0 1 0 1

* From 2015 to 2018, only NEOJAPAN Inc. is included. From 2019 onwards, the performance of the entire NEOJAPAN Group is collected.

Percentage of health checkups

Fiscal year FY2015 FY2016 FY2017 FY2018 FY2019
Percentage of health checkups 100% 98% 100% 98% 100%
  • * Achievements only for NEO JAPAN Inc.
  • * Health checkups were held between February to January in FY2017, February to March in FY2018, and April to March in FY2019.

Stress check consultation rate

Fiscal year FY2015 FY2016 FY2017 FY2018 FY2019
Percentage of health checkups -- 99% 94% 95% 90%

* Achievements only for NEO JAPAN Inc.

Other achievements

2019
AED was installed at the in-house entrance.
2019
Members of the Health Committee participated in a lifesaving class conducted by the fire department.
2019
We invited an outside lecturer and held a health promotion meeting
2019
A member of the Health Committee created a stretch video and posted it on the company-website.
2020
As part of our smoking measures, we removed the in-house smoking area and renovated it into a resting space for employees.
2020
Certified as an Excellent Enterprise of Health and Productivity Management 2020. Reference: Ministry of Economy, Trade and Industry Announcement of Organizations Recognized under the 2020 Certified Health & Productivity Management Outstanding Organizations Recognition Program https://www.meti.go.jp/english/press/2020/0302_001.html

Social contribution activities

We provide and operate the hometown communication site "Furucomu" that conveys the charm of prefectures for the purpose of further revitalizing the region.
We would like to provide an opportunity to experience the charm of the area and to convey the charm of the area to the local people who live in the area so that we can dig up the goodness of the area and review it.

Click here for the hometown communication site "Furucomu"(Japanese only)
ふるさとコミュニケーションサイト ふるコミュ