“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.
Uzabase / D&I Report 2022
“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.
Promotion of Diversity & Inclusion
Business Execution Teams
Board of Directors
Director of D&I
Since July 2020
D&I Committee members
*names in alphabetical order
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
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
● 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
Gender Ratio Among Employees
Gender Ratio Among Managers
Gender Ratio Among Executives
Gender Ratio Among Board Directors
Current Status of Diversity at Uzabase（１）
Male / Female
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
*Data as of January 1, 2022
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,
Current Status of Diversity at Uzabase（２）
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.
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.
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)
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
Maternity & Paternity Leave Handbook
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
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
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
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
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
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
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
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
Fertility Treatment Consulting / Seminars on Topics Related to Sex & Gender
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
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）
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.
Details on Business-Speciﬁc Initiatives（２）