Diversity & Inclusion

  1. JAC TOP
  2. Sustainability
  3. Diversity & Inclusion

With offices in 12 countries, JAC Group respects diversity across nationality, race, age, gender, gender identity and expression, sexual orientation, disability, religion and beliefs.

Diversity and inclusion are essential values for JAC Group, which considers "fairness" a core part of its Philosophy & Policy. The Group is committed to creating a more open work environment where professionals can be themselves.

By introducing diverse talent to clients, we actively contribute to the realisation of an inclusive society in which all professionals can shine.

Empowering women

At 39%, the proportion of female employees in our company is above the national average. Furthermore, the JAC Group as a whole has 46% (at the end of 2022). On the other hand, the proportion of women in management positions remains at 23%, and we are implementing various initiatives with the aim of raising this to 40% by 2025.

Percentage of female employees 40%、percentage of female managers 25%

Efforts to hire people with disabilities*

The JAC WakuHapi Farm

We promote the employment of people with disabilities to create a workplace where everyone can flourish (as of February 2021, we employ at 130% of the legally mandated employment rate for persons with disabilities). As one such initiative, employees with disabilities are working at farms in Ichihara City and Kashiwa City in Chiba Prefecture as well as in Yokohama City, Kanagawa Prefecture. Harvested produce is regularly purchased by our employees through internal on-the-spot sales, sharing the success of people with disabilities and the joy of harvest.
* JAC Recruitment

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.

JAC Group Diversity & Inclusion Steering Committee

In June 2021, JAC Group established the JAC Group Diversity & Inclusion Steering Committee under which two committees, the Women Empowerment Committee, and the LGBTQ+ Committee, carry out various activities to promote Diversity & Inclusion.

Women Empowerment Committee

To realise an organisation where individual strengths and abilities can be demonstrated regardless of gender, JAC Group believes 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 up to 2022

In 2021 and 2022, we formed two teams to promote our initiatives, Team 1: Life and Career and Team 2: Unconscious Bias.

Team 1: Held roundtable discussions on careers and awareness-raising seminars for employees. Promoted the creation of an organisational climate in which all female employees can positively tackle various challenges, including careers as managers, while respecting their personal values and maintaining a positive balance between life and career.

Team 2: Implemented a Unconscious Bias Survey, and training for managers. Promoted the creation of a workplace environment where diverse employees can fulfil their potential by becoming aware of and responding to unconscious bias.

Initiatives for 2023

In 2023, we are working in three teams, Team 1: Promotion, Team 2: Recruitment and Team 3: Awareness-raising, to achieve the target of 40% female managers by 2025.

Team 1: In cooperation with the executive officers and department and branch managers, we compile a list of employees with managerial potential and efforts are made to train them in the management of their respective departments.

Team 2: Organises briefing sessions for female candidates and exchange meetings with other representatives of other companies to exchange information on creating a comfortable working environment for women.

Team 3: Operates a mentoring system for female leader and manager candidates and organises events such as roundtable discussions with the Chairman and CEO, exchange meetings with female managers ("JAC Women's Empowerment Salon").

LGBTQ+ Committee

Aims to increase the understanding of LGBTQ+ among Group employees and to create a working environment where all employees, regardless of their sexual orientation or gender identity, 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 up to 2022

We have conducted biannual internal awareness surveys, training for directors, managers and employees, distributed Ally stickers to those wishing to declare themselves Ally and held opinion-exchange meetings with LGBTQ+ representatives at other companies to raise awareness and gain a correct understanding of LGBTQ+ within the Group.

In the PRIDE Index 2022, an evaluation index for LGBTQ+ and other sexual minority initiatives formulated by the voluntary organisation work with Pride, we received the highest rating of Gold.

Initiatives for 2023

In addition to continuing initiatives such as internal awareness surveys, we also strengthened our efforts in cooperation with external parties by exhibiting at Tokyo Rainbow Pride 2023 for the first time and expressing our support for BME*.
We have also created an internal document, 'Support Tips for LGBTQ+ registrants', and disseminated it to employees, and are promoting initiatives to contribute to social diversity through our business.

*BME, Business for Marriage Equality, a non-profit organisation's campaign to raise awareness of companies that support marriage equality (legalisation of same-sex marriage).

Awarded the highest rating of 'Gold' in the PRIDE Index 2022

Our company received the highest rating of 'Gold' in the 'PRIDE Index 2022', an evaluation index for LGBTQ+ and other sexual minority initiatives formulated by the voluntary organisation “Work with Pride.”

Through a series of activities, including internal awareness surveys, training for directors, managers and employees, distribution of Ally stickers to those who wish to declare themselves Ally, and opinion-exchange meetings with LGBTQ+ departments at other companies, the level of recognition of Ally in a survey of all employees improved by 41.8 % compared to the initial results of the activity. We will continue to engage in various activities to realise a working environment where employees can work in their own way.

Supporting “Business for Marriage Equality”

As a corporation, we support “Business for Marriage Equality” (BME), which promotes marriage equality (legalisation of same-sex marriage) in Japan. The BME is jointly run by three non-profit organisations: 'Marriage For All Japan', the 'NPO Lawyers Network for LGBT and Allies' and 'Certified NPO Rainbow Diversity', with 419 companies and organisations having expressed their support as of July 2023.

We provide fair support to our employees, for example by making employees in same-sex marriages and de facto marriages eligible for congratulatory and condolence payments. We will continue to promote the creation of a workplace environment where diverse employees can work with peace of mind, based on Fairness, an important value in our corporate philosophy.

Signed the Women's Empowerment Principles (WEPs)

We endorse the aims of the Women's Empowerment Principles (WEPs) and have signed a statement committing to act in accordance with their principles. The WEPs are action guidelines for promoting the empowerment of women jointly formulated in March 2010 by the United Nations Global Compact (UNGC) and the United Nations Development Fund for Women (currently UN Women).

We support the career development of female employees and carry out various initiatives to advance promotion of female employees to managerial positions. By creating an environment where female employees can develop and play active roles, we would like to develop new and more diverse businesses. We also support companies that are promoting the success of women through our recruitment business, and we work together with our customers to realise a society in which women can play active roles.