3. Creation of a Pleasant Working Environment

Creation of a Pleasant Working Environment

The KADOKAWA Group observes local laws, regulations, and labor standards in the countries and regions in which we do business, and we respect the human rights of our employees. We also do not approve forced labor or child labor (*1). We believe that it is essential to our Group business activities to have an environment where workplace discrimination, prejudice, and harassment are prohibited, and where employees mutually recognize each other’s diverse personalities and can freely demonstrate their creativity.

The KADOKAWA Group is involved in a variety of initiatives to create an environment that is easier for employees to work in, with the establishment of fairness and appropriate work environment being a prerequisite.

*1 Excluding duties where child labor is deemed necessary due to the nature of work (singers, child actors, etc.) within the scope of local laws and regulations.

Driving Work Style Reforms

At KADOKAWA, we have introduced Activity Based Working (ABW), a work style where all employees autonomously work regardless of time or location.

The Path to Introducing ABW

We began investigating work style reforms in 2015, and have moved forward with plans that anticipated social diversity and changes in working styles with a cross-departmental promotional team.

We developed a system for remote working for the entire company in 2019, moving forward incrementally with the introduction of remote work, the use of satellite offices, the switch to electronic and paperless internal procedures, and the switch to unassigned office seating. We did this while assessing employee issues on site through surveys, interviews, and meetings. As a result, we completed switching to ABW for all locations in 2020.

Our Tokorozawa Campus (*2) opened inside TOKOROZAWA SAKURA TOWN in August 2020. This new office features a design to alter employees’ awareness through use of open spaces and differences in height on a single floor (nearly 9,000 square meters), where about 1,000 people can work.

We are working to realize an environment where employees can work that matches their diverse styles centered around the three types of bases. The Tokorozawa Campus, the Tokyo Campus which includes our Iidabashi headquarters, and “anywhere else” including employees’ homes and satellite offices.

*2 The Tokorozawa Campus was awarded the METI Minister's Award in August 2021, the highest award in 34th Nikkei New Office Award.

The Tokorozawa Campus

Photo: Tomooki Kengaku

Establishment of a Remote Work Environment

We have strengthened various systems and supports to realize a comfortable work environment for remote work.

Examples of Systems and Supports

  • Work-from-home allowances
  • Grant to establish an at-home work environment
  • Distribution of personal computers, iPhones, portable Wi-Fi devices, etc.
  • Establishment of a VPN (Virtual Private Network) that can be used by all employees
  • Introduction of proofreading tablets for editors
  • Communication training
  • Provision of welfare subsidy for remote get-togethers
  • Introduction (*3) of communication tools suitable for remote work and thorough utilization support
  • Proofreading tablet for editors
  • ©Yoji Kikumoto Kadokawa Connected, Motoko Watanabe Kadokawa Connected, Minori Kambe 2021

  • *3 Slack has been introduced to 23 companies in the KADOKAWA Group as a standard Group communication tool (as of June 2021).

    KADOKAWA Connected, which promotes digital transformation across the entire KADOKAWA Group, was awarded the Japan Slack Spotlight Award, having been praised for its methods for spreading Slack with a four-column manga, entitled ICT Tsuuru Tettei Katsuyo Manga (“Manga for the Thorough Utilization of Information and Communication Technology Tools”).

System to Support Diverse Work Styles

KADOKAWA has established a working from home system, childcare systems, nursing care systems, and a variety of other benefit programs and leave systems to support the various working styles of employees. We also conduct the Organizational Condition Survey, an investigation into employee satisfaction and sense of burden, to discover internal issues and verify the benefits of our systems. The results of this survey are used for company-wide feedback and in examinations of internal policies.

Benefit Programs

We have introduced benefit programs centered around protecting, supporting, learning, and taking time off.


●Childbirth Gift
We offer a monetary gift corresponding to the number of children to support parents who are raising children and working at the same time.

●Nursery Allowance System
We offer a monthly allowance to employees with children who haven’t yet entered elementary school.

●Baby Sitter User Support
We support the use of babysitter dispatch services for employees with children who are in their third year at elementary school or younger.

●Allowance for Working From Home
We offer an allowance for employees who work from home even one hour a day.

●Subscription Allowance
We support the fees for entertainment subscription services (services that allow users to use content for a certain period of time at a fixed price) that employees are enrolled in as a policy for supporting employees' creative ideas.

●N Prep School Free Course ID Issuance Service
We offer opportunities to study programming and web design as a policy to support employee learning.

●Employee Stockholding Association
We established the Employee Stockholding Association as one of our offered benefits, offering incentive pay for the purchase of stocks.

Leave System

We have introduced a leave system that each employee can utilize to meet their lifestyle, including for childcare and nursing care.


●Leave for Pregnancy, Birth, and Childcare
We have set up pregnancy leave, leave for doctor's visits, pre- and post-child birth leave, and childcare leave.

Childcare Leave Taken at KADOKAWA (August 1, 2020, to July 31, 2021)




Eligible employees



Employees taking leave



Employees returning to work *1



Employees enrolled one year after returning to work



Percentage of employees taking childcare leave *2



Rate of return from childcare leave *3



Retention rate from childcare leave *4



*1 One female employee is still currently on childcare leave
*2 The percentage of employees taking childcare leave from among eligible employees (employees with a child less than one year old)
*3 The percentage of employees who returned to work after taking childcare leave. This excludes the one employee currently still taking childcare leave.
*4 The percentage of registered employees enrolled one year after returning to work after taking childcare leave

●Family Care Leave
Employees caring for family members in need of care can take five to ten days leave annually depending on the number of family members in need of care. They can also work fewer hours and take nursing care leave.

●Childcare Leave for Sick or Injured Children
We offer five to ten days of leave annually depending on the number of children to employees with children who haven’t yet entered elementary school.

●Volunteer Leave
Employees can take leave with the goal of participating in volunteer activities.

Employees can also reduce working hours based on the age of their children.

Employee Satisfaction Survey

We also conduct the annual Organizational Condition Survey, an investigation into employee satisfaction and sense of burden. This is used to discover internal issues and verify the benefits of our systems, and the results are used for company-wide feedback and examining internal policies.
In our survey conducted in January 2021, employee satisfaction was high on the whole and sense of burden was low compared to data from other companies. We moved forward with implementing policies towards further score improvements for some of the areas with relatively low scores and areas that correlate highly with satisfaction regardless of scores.

Occupational Safety & Health Management

In addition to establishing a health committee and a long working hours prevention office to protect the health and safety of our employees, KADOKAWA also set up consultation and internal reporting hotlines.

Establishment of a Health Committee

A health committee, organized by industrial physicians and employees, meets once a month, conveys employee requests to the company with meeting minutes opened internally. Regular communication (Health Care Office Correspondence) on occupational health information is offered by industrial physicians in the health care office, and they also carry out regular workplace inspections.

The Health Care Office Correspondence, viewable on the intranet.

Prevention of Long Working Hours

We work to prevent long working hours by observing laws and regulations related to work hours and overtime, by establishing a long working hours prevention office, and by monitoring and reminding employees about their work hours.

Establishment of Consultation and Internal Reporting Hotlines

In addition to the consultation hotline where employees can make consultations anonymously with their privacy protected, we also established the Compliance Hotline as a common internal reporting hotline for the entire KADOKAWA Group to appropriately process reports on compliance violations and more.

Consultation and Internal Reporting Hotline Examples

●Private Consultations with Industrial Physicians and Public Health Nurses
●24-hour Employee Consultation Hotline (External)
●Compliance Hotline

External Evaluation

We have been highly rated from outside sources for our initiatives making work more pleasant for employees.  

External Evaluation Examples

  • KADOKAWA attained level 3 certification in September 2017, the highest rating in the Minister of Health, Labour and Welfare’s "Eruboshi" certification system. This system certifies companies that are doing an excellent job in implementing initiatives on women’s participation in the workplace.

  • KADOKAWA attained platinum level certification in August 2021, the highest rating in Saitama Prefecture’s Certification System for Companies Implementing Diverse Work Styles. This system certifies companies that are implementing remote working, reduced working hours, and other diverse working styles to support a good work-life balance.