Diversity, Equity & Inclusion
- JAC TOP
- Sustainability
- Diversity, Equity & Inclusion
With offices in 11 countries, JAC Group respects diversity and different values, including nationality, race, age, gender, gender identity and expression, sexual orientation, disability, religion, and belief, and provides fair opportunities and an environment appropriate to individual circumstances.
“Diversity, Equity & Inclusion” is an essential value for us and "Fairness" a core part of our Philosophy & Policy. The Group is committed to creating a workplace where more professionals can flourish in their own way in a more open environment.
By introducing a diverse workforce to our clients, we will actively contribute to the creation of a society in which a wide range of professionals can thrive.
Adding Equity - Evolving to Diversity, Equity & Inclusion
JAC Group introduced systems including a flextime system to enable employees to work flexibly and a childcare f inancial support system in the latter half of the 2000s, and has put in place an environment that enables women to play an active role at work while raising children. We have now established an internal system to provide similar support to LGBTQ+ employees, and through this we help our diverse employees to play an active role at work. In June 2021 we launched JAC Group Diversity & Inclusion Steering Committee under which we established the Women’s Empowerment Committee and LGBTQ+ Committee, and have taken action since then in order to further enhance our promotion of D&I.
As of 2024, we have added equity (i.e. fairness and the elimination of disparities) to diversity, which refers to a broad variety of human resources co-existing without discrimination, and inclusion, which refers to everyone being welcome and having a feeling of reassurance and unity, and changed the name of the committee to JAC Group Diversity, Equity & Inclusion Steering Committee. With this committee taking the lead, we are working on initiatives to provide an environment and opportunities so that anyone can play an even more active role.
To date, we have been promoting awareness-raising activities on unconscious bias in the workplace and various initiatives to ensure that the workplace is a place where all employees can work on equal terms. In addition to promoting awareness and utilisation of current internal systems, we will also work on reviewing them and formulating new ones.
LGBTQ+ Committee Activities
Aims to increase the understanding of LGBTQ+ among Group employees and to create a working environment where all employees, regardless of their gender, gender identity and expression, sexual orientation, can be equal and be themselves. We believe that this will enable us to utilise the different opinions and ideas of our diverse employees and create innovative power. We will also contribute to increasing the diversity of society through recruitment by consultants with an understanding of diversity.
Initiatives and Results to 2024
Deepening Internal Understanding
We continued to provide training sessions for executives, managers, and employees to further enhance knowledge and understanding of LGBTQ+ topics.
Strengthening External Communication through Events
We exhibited at Tokyo Rainbow Pride 2024, engaging with visitors to promote our commitment to diversity and inclusion.
Enhancing Support Systems
We revised and rolled out updated support tips for LGBTQ+ registrants.
Recognition and Certifications
Initiatives for 2025
Team 1: External Service Enhancement
This team is dedicated to developing services that provide value to both candidates and client companies. Initiatives include:
Team 2: External Events
This team aims to communicate JAC Group’s DE&I efforts to external audiences. Planned activities include:
Team 3: Internal Events
This team focuses on creating opportunities to raise awareness and increase the number of allies (supporters) within the company. Key initiatives include:
Women’s Empowerment Committee Activities
To realise an organisation where individual strengths and abilities can be demonstrated regardless of gender, we believe that the gender ratio in management positions should be equal to the ratio of all employees. To foster new ideas and generate innovation, it is necessary to have a diverse organisation in which female employees with management aptitude, motivation and potential can vividly demonstrate their strengths. To this end, we are promoting initiatives to confront unconscious bias in the workplace and increase psychological workplace safety.
Initiatives and Results to 2024
Team 1: Recruitment
In collaboration with the Talent Acquisition Division, we hosted multiple recruitment seminars targeting women, contributing to an increase in the ratio of female hires.
Team 2: Awareness
Promoted systems to increase the number of female leaders and managerial candidates. Operated a mentoring program and organised roundtable discussions and networking events led by female managers.
Team 3: Retention Support
Launched and began operating the “WEC Concierge (Mentor) Program” to support long-term career development.
Team 4: External Branding
Hosted inter-company information exchange sessions such as the “JAC Women’s Empowerment Salon” and organised webinars on women’s empowerment. Strengthened corporate branding by applying for various awards and rankings related to women’s advancement.
Team 5: Systems Improvement
Promoted awareness and utilisation of childcare support systems and operated the “Working Parents Committee” to encourage paternity leave among male employees, creating an environment where employees can balance career and life.
Initiatives for 2025
To achieve the 2030 goal of 40% female representation in managerial positions, we have established four teams, each focusing on a specific initiative:
Team 1: Promotion
WEC members will be assigned to each division to drive initiatives aimed at increasing the number of female leaders and managerial candidates. It includes operating mentoring schemes in collaboration with the HR Division. The target is to achieve 50% female representation in recruitment and promotion across all divisions.
Team 2: Hiring
To raise the proportion of female hires, the team will work with the HR Division to organise seminars and briefing sessions specifically for female candidates. The goal is to reach 50% female recruitment.
Team 3: Branding
Building on the efforts of FY2024, this team will continue to enhance the company’s reputation by:
Team 4: Policy Promotion
This team will continue to operate the Working Parents Committee, facilitating information exchange among employees raising children and promoting paternity leave among male employees. Additionally, the team will pursue or renew certifications such as “Kurumin” and “Eruboshi”, which recognise companies that support work-life balance and women’s career development.
Status of Female Empowerment
With a female employee ratio of 40% at JAC Recruitment Japan and 46% across JAC Group as a whole, many women play active roles at JAC.
Ever since it was founded, JAC Group has been run as an organisation that provides all employees, regardless of their age or gender, with fair opportunities to leverage their individual strengths and capabilities to play an active role. As a result, 75% of our top consultants who have provided support for more than 300 successful placements are women.
On the other hand, the ratio of women in managerial positions at JAC is 21%, and so we are undertaking a range of initiatives with the goal of boosting this to 40% by 2030. (All figures current as of the end of 2023)
Childcare support system
Since 2007 we have implemented our Employee Childcare Support Project, in order to contribute to measures aimed at tackling the declining birthrate in Japan and allow employees with children to balance work and childcare while continuing to build a career.
A childcare allowance of up to 100,000 yen/month (up to 9 months old) ? 30,000 yen/month (from the first to the third year of primary school) per child is provided to employees with children, so that they can return to work early without taking a career break.
Initiatives for the Employment of People with Disabilities
To enable people with various disabilities to work according to their unique capabilities in a stable manner, JAC takes into consideration working times and work content as necessary to build an environment that provides fair opportunities to play an active role. As of December 2023, our rate of employment of people with disabilities stands at 105% of the legally mandated rate, and as well as mainly being involved in back office work in our offices, we also have employees with disabilities involved in agricultural work at our three Wakuhapi Farms, in Ichihara City and Kashiwa City in Chiba Prefecture and Yokohama City in Kanagawa Prefecture. The harvest from these farms is sent to each office, where employees can purchase it at on-the-spot sales. This has created a virtuous cycle in which the joy of the active role played by persons with disabilities and of harvesting is shared by everyone.
Sustainability
- My thoughts on SDGs, JAC Group Founder
- SDGs related initiatives
Value Creation Stories
Environment
Social
Governance
Participation in Initiatives and External Evaluation
- ESG data