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
Our Group is committed to enhancing employees’ understanding of LGBTQ+ issues and to creating a workplace where all employees are treated equally and can be their authentic selves, regardless of gender, gender identity or expression, or sexual orientation. We believe that this enables us to fully leverage the diverse perspectives and ideas of our employees, fostering innovation. Furthermore, through recruitment services delivered by consultants with a strong understanding of diversity, we aim to contribute to advancing diversity across society as a whole.
Initiatives and Results to 2025
Mission
To develop services that create value for both candidates and client companies.
Initiatives and Achievements
Special page: https://www.jac-recruitment.jp/market/lgbtq/
Internal Events Team
Mission
To promote understanding of LGBTQ+ issues and foster connections among employees.
Initiatives and Achievements
First held during Pride Month (June), connecting offices in Tokyo, Osaka and Yokohama
Conducted an interactive quiz-style session to deepen knowledge and understanding of LGBTQ+ topics
Invited a guest speaker from Accenture Japan Ltd., who leads LGBTQ+ initiatives, and held a panel discussion with our employees under the theme of “Creating an LGBTQ+-friendly workplace.”
External Events Team
Mission
To communicate JAC Group’s stance and message to society through participation in external events and Pride-related initiatives.
Initiatives and Achievements
Exhibited booths at “Tokyo Pride 2025 (June)” and “Osaka Rainbow Festa! (October)”.
Engaged with approximately 2,000 visitors in Tokyo and 450 in Osaka, fostering meaningful interactions.
Initiatives for 2026
External Services Enhancement Team
Mission
To develop services that create value for both candidates and client companies.
Planned Initiatives
Internal Events Team
Mission
To promote understanding of LGBTQ+ issues and foster connections among employees.
Planned Initiatives
Culture Development Team (Newly established in FY2026)
Mission
To raise awareness of LGBTQ+ issues among each employee and to foster an inclusive workplace culture across the organisation.
Planned Initiatives
1)To ensure that all employees have a foundational understanding of LGBTQ+ issues and are able to engage appropriately with colleagues, clients and registered candidates
2)From a sustainability perspective, to transfer responsibility for e-learning operations from the LGBTQ+ Committee to the TD Division
Conduct a survey across the company to assess employees’ awareness of LGBTQ+ issues, including their level of knowledge and perceptions in the workplace
External Events Team
Mission
To communicate JAC Group’s stance and message to society through participation in external events and Pride-related initiatives.
Planned Initiatives
Exhibition booths at “Tokyo Pride 2026 (June)” and “Osaka Rainbow Festa! (October)”
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 2025
Team 1: Promotion to Managerial Positions
Mission
To appoint members of the Women’s Empowerment Committee within each division and, in collaboration with the HR Division, develop mechanisms to increase the number of female leaders and managerial candidates, including the operation of mentoring programmes.
We aim to achieve a 50% female ratio in both hiring and promotion across all divisions.
Initiatives and Achievements
Worked closely with each division to visualise promotion status and identify key challenges
Achieved a female ratio of 46% in hiring and promotion across all divisions
Team 2: Recruitment
Mission
To increase the proportion of female hires by working with the HR Division to implement initiatives such as seminars and information sessions for female candidates.
The target is to achieve a 50% female hiring ratio.
Initiatives and Achievements
Held multiple online and offline seminars for female candidates
Focused not only on short-term hiring outcomes but also on building a talent pool of future female leaders from a medium- to long-term perspective
Team 3: Branding
Mission
To connect with individuals and organisations engaged in DE&I beyond the boundaries of the company and contribute to the advancement of gender equality across society.
To enhance the reputation of JAC Group as a leader in DE&I by communicating its initiatives and applying for DE&I-related awards and rankings.
Initiatives and Achievements
Team 4: Policy Promotion
Mission
To continue promoting initiatives through the operation of the Working Parents Committee, including facilitating information exchange among employees with childcare responsibilities and encouraging male employees to take paternity leave.
Additionally, to raise awareness and encourage utilisation of internal childcare support systems, and to obtain and renew certifications such as “Kurumin” and “Eruboshi”.
Initiatives and Achievements
Held in-person events to foster connections among employees with children
Conducted webinars on topics such as fertility treatment support
Organised seminars explaining various systems aligned with different life stages, from pregnancy and childcare leave to returning to work
Conducted surveys on time productivity to better understand the challenges and needs of working parents
Promoted knowledge sharing through interviews with employees with children and lunch sessions for exchanging practical tips
Conducted company-wide surveys to identify needs and challenges related to taking paternity leave
Based on the results, established consultation channels on the intranet and organised roundtable discussions and networking sessions for employees who have taken or are considering taking leave
Initiatives for 2026
Recruitment & Promotion Team
Mission
To increase the proportion of female hires and expand opportunities for internal promotion, by working with the HR Division to implement initiatives such as seminars and information sessions for female candidates.
Targets
Planned Initiatives
Systems & Working Parents Committee
Mission
To support all employees in balancing work and life so that they can work with energy, continue to grow, and fully realise their potential.
Particular focus is placed on childcare (including expectant fathers and mothers), as well as other responsibilities such as caregiving and fertility treatment.
Planned Initiatives
External Branding Team
Mission
To connect with individuals and organisations engaged in DE&I beyond the boundaries of the company and contribute to the advancement of gender equality across society.
To enhance the reputation of JAC Group as a leader in DE&I by communicating its initiatives and applying for DE&I-related awards and rankings.
Planned Initiatives
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