Creating a comfortable workplace
Work-life harmony
At our company, we are promoting the expansion of various systems and measures with the aim of creating a work environment where each employee can flexibly choose a work style according to life events, continue working with peace of mind, and demonstrate their full potential.
B-Work-life balance (work style selection) system
We have established a system that allows all employees to choose a work style that suits their own "life", regardless of whether they have childcare or nursing care needs, their job title, or their employment status.
This system is primarily used by employees who are raising children and those who wish to temporarily change their working style due to illness, obtaining qualifications, etc.
Promoting reduction of working hours and taking paid leave
Each month, we notify each line manager of the actual overtime work results and work to reduce working hours. In addition, we set a target for the annual paid leave acquisition rate every year, aiming for an acquisition rate of 70% or more from fiscal 2017.
Telecommuting system
This system aims to create a "hybrid work style that combines working in the office and working from home," and allows employees to work from home for up to 50% of their actual working days per month.
Promotion of health management
We believe that ensuring that our employees are able to continue working in good health, both physically and mentally, leads to a fulfilling life for each employee, sustainable development for the company, and ultimately to contribution to society.
In addition to striving to create a safe and secure working environment, we also view maintaining and improving the health of our employees and their families as an important management issue, and are promoting health management.
<Our initiatives aimed at health management>
In addition to complying with the Industrial Safety and Health Act and other related laws and regulations, we have set the following five areas as priority measures and are working on health support activities.
[Initiatives to maintain and improve mental and physical health]
1. Measures to combat lifestyle-related diseases
2. Promoting mental health
3. Improving health literacy
[Initiatives to create a pleasant working environment]
4. Internal communication
5. Work style reform and work-life balance
Organizational development and communication promotion
At our company, we are focusing on promoting organizational development and communication in order to increase the added value for our customers and for each employee to work with enthusiasm.
Employee engagement improvement activities
We are working on activities to improve employee engagement with the aim of ``creating an organization where each employee can work with enthusiasm''. We conduct monthly engagement surveys and promote company-wide measures such as sharing the status of engagement scores with all employees while working to resolve internal issues, and conducting management training for line managers.
Company Awards
We have implemented an internal awards system with the aim of raising employee morale and spreading throughout the company success stories and know-how that have contributed greatly to the company's performance. Award recipients are selected from recommendations by all employees, announced at an awards ceremony, and their contributions to the company are recognized. In addition to the internal awards that are given to the entire company, we also hold departmental awards.
Company newsletter
We distribute regular company newsletters on our intranet to promote internal communication. In addition to messages from management and announcements of company-wide events, we also disseminate a variety of information in real time, including good project examples, the status of overseas subsidiaries, and employees' off-time activities.
Club activity support system
We support employees' activities outside of work (enhancing work-life balance) and encourage sharing of fun time with colleagues who share the same hobbies. Whether it's sports-related or cultural-related, if you meet the requirements, you will be recognized as a certified club and will receive activity expenses from the company.
employee council
This organization is made up of employees selected from each division and carries out a variety of activities aimed at developing the company and improving the lives of its employees. In addition to exchanging opinions on the company's management policies, measures, and systems, we also host ``Management Roundtables,'' where management and employees directly discuss matters, as well as events that promote communication within the company across departmental boundaries.
Human resource development
Development of education system
At our company, we review our human resource development system and training curriculum every year based on our human resource development basic policy and business plan, and actively invest in education.
In-house training mainly consists of ``level-specific training,'' which aims to raise awareness of the roles expected of each level and strengthen the necessary abilities, and ``career development training,'' which aims to strengthen the knowledge and skills necessary to perform duties. As such, we are developing an educational system.
Career support suitable for each individual
We have established a "Career Plan System" to create an environment where employees can work for a long time with peace of mind while respecting the wishes of each employee. By regularly reviewing the desires of employees and the roles expected of them by the company and eliminating the gap between them, we are able to treat them as professionals and place the right person in the right job.
Self-development support
To support the self-development of our employees, we have a wide range of qualification incentive systems in place for the purpose of improving individual skills and career development. We will mainly support you financially to obtain the necessary qualifications for your career plan.
Diversity & Inclusion
Promoting diversity and inclusion
What supports the B-EN-G Group's new value creation are irreplaceable "people."
We will create a workplace environment with a high level of psychological safety, where each employee can understand each other and demonstrate their abilities in their own way.
In order to realize our group philosophy of "contributing to society through the creation of new value," we will promote diversity management that connects the individuality of each employee to our strengths and results.
Initiatives to respect human rights
Thoughts on respect for human rights
As a member of the international community, the B-EN-G Group has adopted "respect for basic human rights and diversity" as a code of conduct for all corporate activities. We respect basic human rights and do not discriminate on the basis of race, ethnicity, nationality, creed, religion, sex, age, or disabilities. We also comply with the laws and regulations of each country and region. We are always mindful of the dignity of individuals and do not engage in acts that violate public order and morals, or acts of violence, intimidation, sexual harassment, etc. Please click here for our human rights policy.
Human Rights Due Diligence
In order to identify human rights risks and adverse impacts on human rights in our business activities and value chain, the B-EN-G Group will continuously conduct the following human rights due diligence, analyze and evaluate risks in cooperation with relevant departments, and consider and implement appropriate response measures.
Human Rights Impact Assessment
Based on the United Nations Guiding Principles on Business and Human Rights, the Group has conducted a human rights impact assessment to identify and evaluate any adverse human rights impacts in its business activities.
In this assessment, we used the "Risk Assessment Table" issued by the Global Compact Network Japan (GCNJ) to analyze and assess 26 human rights risk items along two axes: "risk importance" and "likelihood of occurrence." As a result, we identified the following two human rights risks that require particular attention for our group.
We recognize that these risks also include aspects that arise from working styles and customs unique to the IT and system integrator industries.
Human rights risks identified for fiscal 2024
✔ Power harassment
✔ Right to privacy (personal information leakage, etc.)
Based on the results of these assessments, the Group will take specific measures to prevent and mitigate any identified human rights risks and will conduct ongoing monitoring.
human rights education
The B-EN-G Group provides compliance training to all Group employees every year, which includes confirmation and understanding tests of the Code of Conduct and compliance, including human rights education.
We also regularly conduct e-learning training on human rights, power harassment, and unconscious bias, with the aim of creating a work environment where each employee respects human rights and is free of discrimination and harassment.
| Training name | Implementation year | Number of attendees | subject |
|---|---|---|---|
| Human rights training (Business and Human Rights e-Learning) |
FY2024 | 744 people | B-EN-G, B-SERV, overseas affiliates |
| Compliance training (Human rights, code of conduct, compliance) |
FY2024 FY2023 2022 |
722 people 702 people 686 people |
B-EN-G, B-SERV employees B-EN-G, B-SERV employees B-EN-G, B-SERV employees |
| Power harassment training | FY2024 FY2023 2022 |
53 people 51 people 29 people |
New employees, mid-career employees New employees, mid-career employees New employees, mid-career employees |
| Unconscious Bias Training | FY2023 2022 2021 |
61 people 248 people 210 people |
New employees, mid-career employees Young to mid-career employees Executives - Officers |
Human rights consultation desk
The Compliance Hotline, which has been set up for all Group employees, temporary employees, and full-time partners, also accepts reports and consultations regarding human rights. From receiving the consultation, we consistently check the facts, solve the problem, consider measures to prevent recurrence, and confirm the situation after the incident. In addition, we will protect the privacy of not only the person seeking advice, but also the person making the request, and will respond fairly.
Support for balancing work with childcare, nursing care, and medical treatment
We fully recognize the need for society as a whole to address the issue of a declining birthrate and an aging population, and our corporate social responsibility. We have established an employee benefit system that goes beyond what is legally required, and are actively promoting the establishment of a system to support employees in balancing work and childcare, caregiving, and medical treatment.
Support for balancing work and childcare/Childcare support for men
To provide support beyond what is required by law, employees can take a total of 20 days of special maternity leave (paid leave) during pregnancy. In addition, employees can take 5 days of maternity leave (paid leave) if their spouse gives birth.
In order to achieve a balance between work and life, it is necessary not only to establish a system, but also to create an organizational culture that encourages its use. At our company, we are raising awareness within the company in various ways, such as creating a manual that explains the childcare leave system from the perspective of senior employees who have given birth and raised children.
Furthermore, with the aim of enabling women to play active roles in society and enhancing the work-life balance of men themselves, we are working to create an environment in which it is easy for male employees to take advantage of childcare-related systems.
Please click here for information on the action plan based on the Act on Advancement of Measures to Support the Development of the Next Generation.
Support for balancing work and nursing care
As support beyond what is legally required, we allow employees to take accumulated annual paid leave before starting family care leave, and can take a total of 365 days of family care leave.
Additionally, if you are unable to work normally due to nursing care, you may be able to work from home.
Support for balancing work and treatment
We are promoting the creation of a work environment where motivated employees can continue to work with peace of mind, so that employees do not miss out on treatment opportunities due to work, and so that they do not have to give up work to prioritize treatment alone.
Support for women's success
Our company aims to increase the ratio of female employees and female managers, with the aim of creating new value for the company as a whole by involving diverse human resources in various planning and decision-making. We are actively promoting improvements to the workplace environment and career support so that female employees can thrive over the long term.
Please click here for the action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace.
- Obtained "Eruboshi" certification (certification level 3), which is given to companies that actively promote women's participation in the workforce
- Establishment of female leave (changing the name from "menstrual leave" and promoting its use)
- Holding a networking event for female employees
- Holding a working mother luncheon
Promoting non-profit-type social problem-solving activities
Regardless of whether or not it has a direct impact on our profits, we are engaged in efforts to resolve social issues that have high social significance.
- Planning and execution of non-profit activities by internal team
- Creating an environment that supports and supports individual activities
- Support activities such as donations for natural disasters and war damage