(EN) Uzabase D&I Report 2022

Transcript

1. Uzabase / D&I Report 2022
   

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   “Awaken a world of play in business, with our insights”.
   In line with our Purpose, Uzabase aims to deliver value to business
   professionals around the world by creating platform solutions that
   cater to the needs of a diverse range of users.
   To achieve this, we ourselves need to be diverse. As one of our 7
   Values says, “We need what you bring”. This means having respect
   for each other and creating opportunities to unleash the full
   potential of each and every person working at Uzabase. This
   thinking is what drives the growth of our business and our teams.
   We aim to create an organization where diverse talents have ample
   opportunities to unleash their full potential. By putting this goal
   into practice and spreading the news about what we learned from
   it, we believe we can help create a society where diverse talents
   can truly flourish.
   We need what you bring
   We communicate openly—expressing ourselves
   honestly and listening with respect turning our
   differences into strength. The unique way you see
   the world makes all of us smarter. The way you
   express yourself inspires us to be more creative.
   Speak your mind. Share from the heart. Express
   your talents and be yourself. We celebrate
   diversity of experience, thought, ethnicity, gender,
   religion, sexual orientation, and culture. Whatever
   your path, we need your point of view.
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   Promotion of Diversity & Inclusion
   D&I Committee
   Business Execution Teams
   Board of Directors
   ESG Committee
   Collaboration
   Kaori
   Watanabe
   Director of D&I
   Shinobu
   Matsui
   Saki
   Ino
   Azusa
   Shibayama
   Irena
   Inumaru
   Since July 2020
   External Director
   Masahiro
   Kotosaka
   Akisa
   Ohori
   Yuka
   Ota
   Executive Advisor
   Yasuko
   Otsuka
   D&I Committee members
   *names in alphabetical order
   Collaboration
   Collaboration
   Consultation
   

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   D&I Committee Launched in June 2021 and D&I Commitment Announced
   as a Management Objective
   Seeing how our company grew in size over the years and noting
   the changes in society’s views on sustainability and the role of
   businesses in it, Uzabase decided to launch a project on diversity
   and inclusion in FY2020. As a result of this project we arrived to
   the conclusion that D&I initiatives must be implemented in a more
   systematic manner, and, they are not something that only one
   company should be doing. In FY2021, we officially launched the D&I
   Committee and announced our own D&I Commitment as an official
   management policy.
   1 Ensuring information transparency
   ● Ensure that information is shared openly, with the exception of private and confidential matters
   ● All information, including executive compensation and company-wide salary tables, is fully disclosed
   ● internally; 360-degree feedback also implemented to ensure transparency of evaluations
   ● Enhanced interpretation and translation teams to overcome language barriers
   2 Set up a D&I Committee and disclose D&I-related metrics and policies
   3 Help people overcome hurdles arising from structural issues in society
   4 Reduce the gender disparity among regular employees and leaders
   ● Established the D&I Committee, including external directors
   ● Committed to regular disclosure of D&I-related metrics and initiatives
   ● “Design Your Own Working Style” - freedom to choose where and when to work
   ● Childcare allowance for sick children, daycare fee subsidies, nursing care support allowance
   ● Partnered with an external consultation service for fertility treatment, held seminars for employees
   ● Same-sex partnership system and same-sex marriage & common-law marriage certification system
   ● COVID-19 vaccination organized by the company, paid leave after vaccination (including care for
   family members)
   ● Acceleration of employment of DiversAbility members (people with disabilities) and development of
   an onboarding system for them
   ● Empowerment measures and mentoring programs to give people the courage to take the first step
   ● Support for internal communities, such as Career Juggling (for working parents) and Rainbow
   ● (LGBTQI+)
   

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   Gender Ratio Among Employees
   Gender Ratio Among Managers
   Gender Ratio Among Executives
   Gender Ratio Among Board Directors
   Current Status of Diversity at Uzabase（１）
   Uzabase Only
   Entire Group
   Male / Female
   54.6% 45.4%
   56.6% 43.4%
   71% 29%
   74.1% 25.9%
   80.9% 19.1%
   85.3% 14.7%
   77.8% 22.2%
   87.5% 12.5%
   Uzabase Only Entire Group
   Male Femal Male Female
   Gender Ratio Among New Hires in 2021 53.4% 46.6% 58.2% 41.8%
   Parental Leave Taken 57.1% 100% 38.1% 100%
   Came Back to Work After Parental Leave 100%
   Flex Time & Remote Work Implementation 100%
   *Data as of January 1, 2022
   Uzabase Only
   Entire Group
   Uzabase Only
   Entire Group
   Uzabase Only
   Entire Group
   

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   *Data as of January 1, 2022
   16
   Nationalities
   16
   Professions
   38.1%
   29.6%
   17.5%
   14.8%
   Corporate
   Technology
   Business
   Contents
   Content Designers (UI/UX), analysts, editors, translators, etc.
   Business Sales, new business development, inside sales, marketing, etc.
   Technology Engineers, programmers, etc.
   Corporate Legal, HR, accounting, etc.
   Japan, Sri Lanka,
   China, South Korea,
   USA, Singapore,
   Thailand, UK,
   and more
   Current Status of Diversity at Uzabase（２）
   

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   Working style diversity gives the freedom to unleash
   individuality and talent across different teams
   In order to make our Purpose a reality, we need a diverse team
   composed of different personalities and talents. For these
   teams to coexist and respect each other, we need diverse
   working styles. By sharing the value of “Be free and own it”, we
   make it happen.
   Many employees are working parents,
   with 100% coming back to work after
   parental leave (both men and women)
   Various forms of employment and levels
   of work commitment to attract the best
   talent (incl. side jobs)
   Distinctive HR System to Fully Support the Value of “We Need What You Bring”
   Design Your Own Working Style
   Free to choose where and when to work
   Some of our employees work remotely
   from rural regions or from abroad
   Fulfill our job responsibilities in a way that fits individual
   lifestyles, making sure that everyone can work happily and
   perform to their fullest
   We respect the freedom of each team member to choose their
   own lifestyle, including that of their family and partners. This
   respect helps them focus on their work even better, achieve
   higher performance, and fulfill their responsibilities.
   

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   Details on Current Initiatives（１）
   Our HR system at Uzabase has been designed to reflect the
   company's Purpose and Values. This handbook visualizes the
   ideas behind our HR system and serves to provide everyone
   with a deeper understanding of the concepts behind each of
   our systems and how they have been designed.
   Background
   In 2020, as part of the D&I promotion project, we conducted a
   company-wide survey to see if there is true equality of
   opportunity across the UB Group. One of the issues that came
   to light was a lack of common understanding regarding the
   background and details of the systems and programs in the
   company, leaving some employees unconvinced. This HR
   Handbook intends to address that issue.
   Click here to read the full HR Handbook (external website)
   HR Handbook
   

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   Details on Current Initiatives（２）
   This Handbook describes the application process for
   maternity/paternity leave within the Uzabase Group, tips on
   how to communicate that within the company, interviews
   with employees who have taken such leave, and other useful
   information to help address any concerns or uncertainties.
   The Handbook received an even better response than we
   anticipated, and a lot of our female and male employees
   reached out to the People Experience team to discuss these
   options. The reaction was particularly great from our male
   employees, many of whom expressed the desire to take a
   paternity leave in the future, even if they have no current
   plans to do so.
   We want everyone to work with a peace of mind: how the
   Maternity & Paternity Leave Handbook got made
   (Japanese only)
   Maternity & Paternity Leave Handbook
   

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    Details on Current Initiatives（３）
    Across the entire Uzabase Group, only 26% of our managers
    are women, while the overall share of women is at 42%. In
    reality, there is no lack of people, regardless of their gender,
    who really want to become leaders. The challenging part is
    that many of them can’t take that crucial first step towards
    making it a reality. To address this, we published 11 articles
    on D&I topics via UB Note.
    UB Note - Diversity & Inclusion
    (Japanese only)
    多様なRole Modelの社内外への発信
    

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    Details on Current Initiatives（４）
    D&I Casual Mentoring Program
    We have created a casual mentoring program that invites
    everyone to ask leaders from diverse backgrounds across
    the Uzabase Group for advice, even on a one-off basis.
    In our professional life there are moments when we feel
    doubts about our current career path or working style, but
    don’t know who to talk to. How do you manage both
    parenting and work? I’ve been asked to become a leader, but
    can I really do it? Such questions often come up, especially
    among those who are preparing to become leaders. The
    casual mentoring system is designed to help our employees
    feel more at ease to discuss any concerns they may have.
    A stress-free way to have a 1on1 chat with executives from
    another business: how the casual mentoring program was
    made
    (Japanese only)
    

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    Details on Current Initiatives（５）
    Masahiko Yasuda, the CEO of We Are The People and a
    ProPicker on NewsPicks was invited as a speaker for a
    workshop aiming to start a conversation about diversity and
    recognizing unconscious biases. Participants mainly included
    board directors and company leaders.
    Participants were divided into small groups to discuss ways
    for organizations that value diversity to deal with
    unconscious bias based around the D&I philosophy of the
    Uzabase Group. This workshop provided an opportunity to
    think about how to apply D&I principles in their own daily
    life, both individually and as a group.
    Seminar on Unconscious Bias
    

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    Details on Current Initiatives（６）
    Across the Uzabase Group, there are many students working
    as interns and young employees in their 20s who are actively
    involved in the business. As part of this project, we have
    established a community of young employees from various
    teams, mostly targeting those under 25 years old or people in
    their first to third year of employment. The goal is to create
    an environment where young employees can support each
    other in the challenges that they tackle on a daily basis,
    moving as “One Uzabase” with the younger generation at the
    helm.
    With a meeting held once every quarter, the initiative is
    mainly designed to support the acquisition of soft business
    skills like self-management. In the past, we have held
    workshops to picture the future of the business and reflect
    on our values and the experiences that made us who we are.
    Next-Generation Empowerment Community　
    

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    Details on Current Initiatives（７）
    The Uzabase Group has offices in four countries, and more than 100 of our employees work outside of
    Japan. In addition, the Group has employees of 17 nationalities. However, a large part of communication is
    still done only in Japanese, resulting in an information gap between members who speak Japanese and
    those who do not. To help bridge this information gap, we are currently implementing a number of initiatives
    (listed below).
    Eliminating Information Gaps Due to Language
    ● Company-wide Town Hall Meeting held in Japanese and English
    ● Separately organized an English Town Hall Meeting (once a month)
    ● Bolstered our interpretation and translation teams
    (simultaneous interpretation can be added to almost any meeting upon request)
    ● Minutes of the Board of Directors meetings and other internal documents shared in Japanese and English
    ● All major announcements made in Japanese and English
    ● Implemented machine translation to globalize communication on Slack
    

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    Details on Current Initiatives（８）
    As part of UB Care benefits, a counselling service for fertility
    treatment (Stork Benefit) was added in FY2021. A relatively
    high number of people have already used this service, and we
    have received several positive comments from Uzabase
    members, mentioning that it really helped them
    psychologically. In addition, we held a number of seminars on
    infertility treatment, basic knowledge on menstruation, and
    other sex and gender-related topics.
    About UB Care
    UB Care is a benefit program to assist people in various stages
    of their lives, in accordance with our value of “We need what
    you bring”. In life, there are times when we can work to our
    full performance and when we can’t, often due to various life
    events, such as pregnancy, childbirth, childcare, marriage,
    nursing care. or medical treatment. There are times when we
    can’t do it on our own, when we need someone’s help. And
    then there are issues stemming from the way society is
    structured. At Uzabase, we aim to be a workplace where our
    members can do their jobs with a peace of mind, even in
    trying times.
    Fertility Treatment Consulting / Seminars on Topics Related to Sex & Gender
    

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    Details on Current Initiatives（９）
    At Uzabase, we refer to the employment of people with disabilities as Diversability Hiring. Our hope is that
    our future Diversability colleagues understand that we really do need what they bring, and are able to make
    the most of their strengths at our company, delivering new value to our users by looking at things from new
    perspectives which we perhaps could not see before. We also believe that it is important for us to fulfill our
    social responsibility as a public company on our path towards a sustainable society.
    We are also trying to update our onboarding system on a daily basis so that Diversability members who have
    just joined are able to fit in quickly and without issues (specific initiatives are listed on the right).
    Diversability Hiring & Onboarding
    ● Created the Diversability Hiring Handbook
    ● Created the Diversability Onboarding Handbook
    ● Partnered with external experts to consult the teams and Diversability members
    

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    At the end of 2021, NewsPicks launched a community-based
    project together with IBM Japan to take a closer look at
    career development opportunities for women and empower
    them to take the next step.
    ● Leadership development courses for women
    ● Content on female leaders who can serve as role models
    ● Case studies of companies leading in D&I initiatives
    ● Opportunities for women to exchange opinions and share
    knowledge on their work
    Through these initiatives, we aim to increase the share of
    women in decision-making positions across various
    companies and in the business world in general. This will
    help us contribute to the achievement of the 2030 goal
    proposed by Keidanren (Japan Business Federation) to ensure
    that 30% of executive positions in Japan are held by women.
    NewsPicks for WE
    Details on Business-Specific Initiatives（１）
    

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    To coincide with Gender Equality Week in June 2021 and
    further accelerate the movement for women’s empowerment
    in Japan, NewsPicks produced video content and Brand
    Story-type articles focusing on the initiatives of various
    companies who take concrete steps to address the issues
    faced by women in Japanese workplaces and the working
    styles that fit them.
    The initiative was jointly organized by Uzabase and
    NewsPicks, and Uzabase was also featured in one of the
    video interviews describing the various D&I efforts it
    undertakes as a company.
    Beyond Diversity
    Details on Business-Specific Initiatives（２）
    

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