Diversity and inclusion | WingArc1st Inc.

DE & I

To realize our vision, employees of the WingArc1st Group value our core value of "Build the Trust" and carry out their activities centered based on three guiding principles.

We believe that the key to our sustainable growth is for women and other talented individuals with diverse perspectives and values to actively participate in our activities and continue to create innovation based on these guidelines.

We will implement concrete measures to connect diverse values to innovation, thereby creating new value that enhances both corporate value and societal value.

27 June, 2021
WingArc1st Inc.
President, Executive Officer, and CEO
Jun Tanaka

In accordance with our Human Rights Policy, we respect the diversity of each individual's values and work styles. We are working on DE&I to create sustainable value and to generate innovation in our business operations through the participation and collaboration of diverse talent.
Our DE&I concept is "Equity is Empowerment!" By empowering our people through opportunities across a variety of environments, we will contribute to everyone's growth.

Empower！

Lumirise, a project to promote the advancement of women in the workplace

WingArc1st is working on Lumirise, a project to promote the advancement of women in the workplace, with the goal to improve the Group's "organizational capabilities".
WingArc1st believes that highly competent personnel are those who can make a significant contribution to the organization. As women's participation in the workforce continues to increase, the key to the Group's future growth will be how it can empower women to play more prominent roles in the company.
To achieve this, the Group is working on initiatives to identify current issues and to close the gender gap, namely through projects to promote the advancement of women in the workplace.
These initiatives aim to create an innovative organization where both men and women can work on an equal footing and grow sustainably.

Training for the advancement of women in the workplace

As the modernity continues to drive change, the way we work changed dramatically. The rate and complexity of this change makes it difficult to gather information.

As Japan begins to move towards a 100-year life society, WingArc1st conducts training that provide our personnel with opportunities to plan their future career paths in view of the skills we need to acquire now and anticipated changes in women's lifestyles.

Health seminars for women

WingArc1st hosts seminars to help women deepen their understanding about changes in the body unique to women.
These seminars are full of information related to the importance of maintaining a nutritious diet, regular exercise, gynecological health, and checkups.

waffle, a support program for employees trying to conceive

Financial assistance for fertility consultations and treatment by doctors
Female employees may use special leave once a month (paid) when visiting the hospital for fertility treatments
Establish a free consultation service by professional staff

WingArc1st supports employees trying to conceive through these initiatives.

Action plans for childcare support

WingArc1st has formulated an action plan based on the Act on Advancement of Measures to Support Raising the Next Generation of Children (Nex2003) and is implementing measures to achieve its goals. In December 2018, WingArc1st was granted a "Kurumin"^* accreditation mark.

*The "Kurumin" accreditation is a certification granted by the Minister of Health, Labor and Welfare in Japan to companies that bolster the next generation by supporting child rearing by satisfying standards based on the Act for Measures to Support the Development of the Next Generation, such as having 75% or more of female employees taking childcare leave.

Action Plans based on the Act for Measures to Support the Development of the Next Generation

Objective	We have established the following action plans to create an environment in which all employees can work enthusiastically and fully demonstrate their abilities, and to become a company that contributes to society by supporting the development of the next generation:
Target Period	2 years and 3 months from 1 April 2024 through 30 June 2026
Description	1. Implement initiatives to support career development so that employees raising children can balance their professional and family lives and continue to play an active role in their careers. Action plans: Introduce a self-development support system that can be used even during childcare leave. Provide opportunities for both parties to share information by interviewing those who wish to do so before, during, and after their return to work. Introduce a mentoring system for employees returning to work after childcare leave. 2. Create a comfortable working environment for employees by promoting the use of vacation and childcare leave systems. Action plans: Raise awareness and provide information on systems related to childcare. Increase transparency and promote leave and parental leave by disclosing internal information and data. 3. Continue to provide internship and other work experience opportunities for young people. Action plans: Conduct work experience internships as part of new graduate recruitment activities.

Objective

We have established the following action plans to create an environment in which all employees can work enthusiastically and fully demonstrate their abilities, and to become a company that contributes to society by supporting the development of the next generation:

Target Period

2 years and 3 months from 1 April 2024 through 30 June 2026

Description

1. Implement initiatives to support career development so that employees raising children can balance their professional and family lives and continue to play an active role in their careers.

Action plans:

Introduce a self-development support system that can be used even during childcare leave.
Provide opportunities for both parties to share information by interviewing those who wish to do so before, during, and after their return to work.
Introduce a mentoring system for employees returning to work after childcare leave.

2. Create a comfortable working environment for employees by promoting the use of vacation and childcare leave systems.

Action plans:

Raise awareness and provide information on systems related to childcare.
Increase transparency and promote leave and parental leave by disclosing internal information and data.

3. Continue to provide internship and other work experience opportunities for young people.

Action plans:

Conduct work experience internships as part of new graduate recruitment activities.

Support for balancing work and family care

To create a system that allows employees to balance work and family care, we have introduced a support handbook for balancing work and family care and hold seminars for employees.
In December 2024, we obtained the "Tomonin" mark from the Ministry of Health, Labour and Welfare to promote the development of workplace environments that enable employees to balance work and family care responsibilities.

Initiatives

We offer a monthly flex-time system, family care leave, reduced working hours for family care, and a family care leave system. The family care leave system allows employees to take days exceeding the statutory allocation.
We have compiled systems related to balancing family care responsibilities and work, and inform our employees about said systems.
We hold specialized seminars about balancing work and family care for managers.
We have introduced a support handbook for balancing work and family care and hold seminars to support work-life balance for employees.
We are promoting awareness of our internal consultation desk.
We conduct an annual survey on the actual state of work and family care among our employees.

Activities to promote the advancement of older personnel

It is expected that Japan's demographic profile will continue its aging trend into the future.
To promote the active participation of older personnel, WingArc1st has established a reemployment scheme for employees who have reached retirement age. WingArc1st aims to create an environment where older personnel can continue to be engaged in the company's activities, holding seminars on life planning and health, to encourage them to remain involved even after retirement.

Promotion of people with disabilities in the workforce

Employment of people with disabilities at WingArc1st

Create a workplace where workers can work continuously with a sense of fulfillment and connection to society
Create a workplace that the entire company can empathize with and be proud of
Align with WingArc1st's sustainability strategies to contribute to the enhancement of corporate value

We are working towards a new model that will create diverse added value.

Initiatives for the employment of people with disabilities

In order to create diverse roles and places for people with different characteristics, we have added an office in Okinawa to conduct activities rooted in the region using agriculture welfare (agriculture x welfare).

By taking advantage of Okinawa's unique warm climate, we can generate revenue and diversify sales with less lead time, expand farming options to include vegetables, tropical fruits, and vanilla, and create flexible business opportunities for people with disabilities. We also hope to address local challenges such as employment, poverty, children's problems, and other social issues faced by Okinawa. We hope to solve them together through our initiatives.