Social

List of Policies

KPIs in Materiality (priority issues)

❶Providing job opportunities ・Non-Japanese residents contribute to solving Japan’s growing labor shortage. We will provide employment support to 300,000 non-Japanese residents by 2024 and 500,000 non-Japanese residents by 2030. ・Through the power of education and technology, we will successfully support the career change from labor-intensive industry worker to the specialized talent of 30,000 people by 2030.
❷Providing high-quality education ・To provide high-quality education opportunities for achieving career advancement, we will provide our global training program to a total of 300,000 users by FY2030. Through this effort, we will support employment in productive positions and contribute to increasing people’s motivation at work.
❸Respecting diversity and implementing diversity management ・We will promote and strive to achieve the ideal society in which women can actively participate by increasing the ratio of female officers* (over the total number of Officers) to 30% by FY2030. *Officers: Directors from OUTSOURCING Inc.
➎Raising the productivity of all industries ・By using leading-edge digital technologies and our expertise in production that we have developed through experience in various industries worldwide, we will train 100,000 people by FY2030 across the world to become specialized talents who can improve the productivity of industries. Under this scheme, we will contribute to raising the productivity of the entire world.

Initiatives of Each Group Company

■Providing employment support for non-Japanese residents■
Specialized support by HR and labor-management

In order to contribute to resolving the social issue of Japan’s shrinking labor force, the Group has set a target of expanding the number of non-Japanese residents to which it provides employment support to 300,000 by FY2024, and 500,000 by FY2030. The impact of COVID-19 is continuing to cause difficulties for those attempting to visit Japan, but we predict that the number will rise over the medium- and long- term due to the contraction of Japan’s workforce, so we are actively expanding businesses related to the Technical Intern Training Program and the Specified Skilled Worker System. In particular, Group company ORJ engages through specialized HR and labor- management support in various administrative tasks for host companies that arise as a result of accepting technical intern trainees. This includes hiring, labor, welfare, and health and safety, and ORJ also provides support for life in Japan, such as by performing proxy applications for official documents, and providing call centers for advice. ORJ is broadening its services to cover not only technical intern trainees but also non-Japanese residents.
Going forward, the Group will continue to work on initiatives to resolve the problem of Japan’s shrinking workforce, centered on ORJ.

Japanese language education in 2019

【Spotlight】
Promoting SDGs among non-Japanese residents

ORJ is promoting the awareness of SDGs to non-Japanese residents. Based on an SDG awareness survey, ORJ will hold training that covers the fundamentals and activities of SDGs to achieve the KPIs that have been set up to 2030. A multinational team in charge of SDGs will be placed at each business site and SDG awareness will be conducted using materials written in various languages and hiragana-based Japanese.

■Changing career to become specialists■

The Group, spearheaded by OUTSOURCING TECHNOLOGY Inc., is developing six engineering- related core businesses of the Domestic Engineering Outsourcing Business (machinery, electrical, network, construction, programming, and chemicals), and interpersonal skills training programs for employees and general students. In addition, the Group is constructing programs necessary to promote the development of such individuals so they can play an active role in society as engineers. Due in part to the recent impact of COVID-19, the shift of the existing curriculum online is proceeding rapidly. We are adopting “online live lectures” that aim to provide a level of educational quality equivalent to that of attending school in person, and providing an environment in which actual classroom PCs can be used remotely. In the future, in addition to IT technical skills, we will focus on education-related to “Advanced Technology (DX),” “High-Level Business Skills,” and “Unique Method Rooted in Each Industrial Field.” In this way we aim to develop high value-added middle-end and high-end human resources that have the practical digital literacy skills required in the post-COVID-19 “new normal.”

Training at KEN School

■Promotion of Women’s Participation and Advancement in the Workplace Project■

Looking to enhance training for female management candidates, OUTSOURCING Inc. launched the Promotion of Women’s Participation and Advancement in the Workplace Project in February 2018 and has worked to transform employee mindsets and make work environments more conducive to female managers. Looking to shine light on issues and areas to improve upon regarding the implementation of the “Employee Awareness Survey on the Active Participation of Women in Management,” the Company has established action plans at the three subcommittees; “Diversity & Inclusion,” “Improving Awareness and the Workplace,” and “Expanding the Scope of Career Planning.” We are moving forward with initiatives that lead to enhancing corporate value, such as creating a society in which women can achieve their full potential and transforming corporate culture from the perspective of realizing gender equality as one of the SDGs.

Excerpt from in-house article on the Promotion of Women’s Participation and Advancement in the Workplace Project

【Action Plans】

1．Child Care / Nursing Care Training and Awareness of Systems (Awareness among employees and promotion of system use)
2．Holding of interviews with maternity leave takers (Promotion of returning to work by maintaining contact during maternity leave)
3．Releasing the interview video (Interview with the management of Group companies)
4．System for experiencing other departments (Expanding viewpoint through being stationed for one-two weeks in other offices)
5．Networking with group personnel (Strengthening cooperation amongst the Group and career change)
6．Improvements to workplace environment (Promotion of work-style reform through streamlining operations)

Streaming interview video

Video of interviews with female officers of overseas group companies and their male colleagues are streamed once every quarter. By female officers of various countries sharing with Group employees their experience in balancing their private life and work while building a career, their views as managers, and hearing from a male perspective on the stance on participation in child-care and house-work, we are improving awareness and motivation in both female and male employees.

Interview video with female officers of overseas group companies

■Group company initiatives❶ AVANCE CORPORATION

Regional revitalization and realization of comfortable living and work environments for non-Japanese residents

The AVANCE Group has built a network for persons of Japanese descent, mostly from Brazil, for invitation to and employment in Japan and not only offers human resources to workplaces across Japan but also encourages the non-Japanese residents to engage socially with the community and contributes to regional revitalization.
In 2017, AVANCE opened the “Shimane Multicultural Community Support Center” in Izumo City, Shimane Prefecture, and since then, it has also opened nursery schools in Izumo City, Shimane Prefecture, and Ichinomiya City, Aichi Prefecture, enabling persons of Japanese descent to live safely and securely with their families and creating a motivating workplace environment.

Nursery school business

The impetus for the launch of AVANCE’s nursery school business came from a desire to make children a more familiar part of daily life by locating a nursery school close to the workplace. Because the Izumo and Nakamachi Nursery Schools that it operates are company-orientated nursery schools, their opening hours are long, which is a point rated very highly by busy working people that make use of the facilities. In addition, the “Waku-Waku Children’s Club,” which provides child-minding for elementary and junior high-school students, actively accepts both Japanese children and children with a foreign background.
Going forward, AVANCE will continue to work to help create environments under which working parents can comfortably manage both childcare and work, and that foreign nationals can use with a feeling of safety.

Izumo Nursery School

Playing house at the “Waku-Waku Children’s Club”

AVANCE TALENT ACADEMY for talent management

As a new initiative aimed at employee education, AVANCE started the AVANCE TALENT ACADEMY for talent management. This program is aimed mainly at Brazilians of Japanese descent, and expected to lead to greater understanding of the workplace culture and to further skills development. Through this initiative, AVANCE is working to improve corporate value by strategically developing human resources, conducting proper assessments, and allocating them appropriately. (Began in August 2021)

A new initiative: AVANCE TALENT ACADEMY for talent management

①Personality / engagement Aptitude / competence diagnosis using assessment and career sheets	②Level-specific education based on assessment of Japanese ability e-learning Online lessons	+	Existing worksite education Worksite-related Labor-related
③Training Business manners training Training for communication with other cultures	④Motivation support Collaboration with correspondence high schools / universities Collaboration with companies providing correspondence education

■Group company initiatives❷CPL RESOURCES LIMITED

Diversity & Inclusion

Diversity refers to recognizing both seen difference and unseen difference, and it is important to cooperate with customers, candidates and the community to create an inclusive environment.
CPL has made “Diversity & Inclusion (D&I)” one of its business foundations, and it respects and accepts diversity amongst employees, the local society, and the marketplace. CPL implements initiatives to create a sense of belonging in the company regardless of age, gender, ethnicity, or sexual orientation by actively promoting inclusive leadership and equality in the workplace.
Moreover, CPL partnered with the Irish Center for Diversity (ICFD), which supports companies’ D&I initiatives and offers strategies for continual improvement.

Six frameworks for D&I

At CPL, six pillars for D&I have been established, and CPL conducts various programs to support these pillars. The following provides an overview of some of those initiatives.。

LGBT Network BeProud@CPL	Multicultural	Working Parents Carers Network Group
Our Generations@CPL	~~Dis~~ ability	Gender Balance

BeProud BeProud raises funds for an LGBTQ+ helpline, holds events with all proceeds going to LGBTQ+ charities, and shares stories on social media and websites.
Junior Achievement CPL’s employees, who have taken paid day for volunteer purpose, work with Junior Achievement Ireland (JAI) to educate and mentor children in disadvantaged schools, inspiring them to continue schooling to their leaving cert and beyond.
Mental health training CPL periodically provides various educational opportunities such as “unconscious bias training,” “mental health champion training,” etc. for employees. In the case of mental health champion training, training was held twice and 150 employees attended in 2020.

External recognition as a company of choice

Recipient of Silver and Bronze Investors in Diversity Awards

CPL received Bronze (2020) and Silver (2021) in the “Investors in Diversity,” which provides benchmarks for D&I initiatives for companies in Ireland. Through such certification, CPL can measure and verify the maturity level of Equality, Diversity, and Inclusion (EDI).
To achieve the Bronze certification, a company must show they have introduced an appropriate D&I policy, effectively promoted awareness among employees, and implemented training for leaders. For the Silver certification process, a company measures the sense of fairness and belonging from the employee’s perspective by having all employees undertake an EDI awareness survey.
Going forward, CPL will continue to carry out initiatives to raise awareness among employees regarding the issues that society faces.

Awarded Best Workplaces for Women recognition three years in a row

CPL has gained Best Workplaces for Women recognition over the three consecutive years since 2019 given its commitment to shaping and maintaining a positive corporate culture.
Best Workplaces for Women recognition is awarded to companies that treat their female employees equitably in terms of salaries, awards programs, training, promotion opportunities, and other such aspects of employment. Going forward, we will persist in creating workplaces where women are able to work comfortably particularly drawing on the example of CPL, which has been selected as an employer that empowers women.

■Group company initiatives❸RED Appointments

Employment support for indigenous people and others with emphasis on diversity

RED Appointments acts as an agent taking diversity of the Australian population into account. Given that it serves clients who need talent equipped with diverse backgrounds, experience and perspectives, RED Appointments accordingly focuses on actively supporting candidates who may face obstacles when searching for jobs, particularly the following people.

・ Indigenous Australians
・ People with disabilities
・ Members of the LGBTQI community
・ People from culturally and linguistically diverse backgrounds
・ Candidates who are veterans of the Australian Defense Forces

RED Appointments is also focusing its efforts on increasing its ratio of female candidates given the tendency for a traditionally high ratio of male candidates.
Going forward, it will continue to engage in employment activities that give rise to the maximum number of job opportunities for all people of Australia.

■Group company initiatives❹OUTSOURCING

Promoting occupational safety and health

○Instruction on preventing accidents involving falls
We provide instruction on preventing accidents involving falls. This serves as an accident prevention activity that involves informing employees on risks of agerelated accidents involving falls, preventative measures, and case studies. Findings of our analysis on in-house accidents involving falls occurring from 2018 through 2020 indicate that a large number of such accidents have involved employees aged 40 and above, and that such accidents sometimes result in bone fractures and other serious injuries. This instruction extends beyond classroom lectures to include practical aspects by incorporating content such as that on bone density measurement and physical exercises.

Employees taking part in instruction session

Program for mental and physical health promotion

OUTSOURCING publishes a monthly health newsletter. Each issue features a specific topic on themes such as lifestyle-related disease prevention and sleep, with a particular focus on mental healthcare in the recent remote work environment. Initiatives in this regard involve conducting tests to check levels of stress, setting up counseling hotlines, and otherwise expanding our framework for supporting employees in managing their mental and physical health.

January issue of health newsletter

Guidance on counseling
services

List of Policies

KPIs in Materiality (priority issues)

❶Providing job opportunities

❷Providing high-quality education

・To provide high-quality education opportunities for achieving career advancement, we will provide our global training program to a total of 300,000 users by FY2030. Through this effort, we will support employment in productive positions and contribute to increasing people’s motivation at work.

❸Respecting diversity and implementing diversity management

・We will promote and strive to achieve the ideal society in which women can actively participate by increasing the ratio of female officers* (over the total number of Officers) to 30% by FY2030. *Officers: Directors from OUTSOURCING Inc.

➎Raising the productivity of all industries