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.
We will remain committed to effective collaboration with many different stakeholders, such as employees, stockholders, business partners, customers, creditors and communities, and make it work to the benefit of employees. We also give consideration to business partners.
*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.
KADOKAWA introduces "workplace choice" (a system for employees to choose their workplace) to facilitate autonomous work styles free from the constraints of time and place.
Since 2019, we have encouraged Activity Based Working (ABW) and pursued and achieved workstyles for employees to, in accordance with their jobs and lifestyles, choose themselves where to work, free from constraints of time and place. The establishment of an environment for telecommuting enabled us to adapt to the impact of COVID-19 at an early stage. On average, more than 70% of our workforce telecommute and telecommuting has taken root as one option available for employees.
Meanwhile, adapting our workstyles to the COVID pandemic led us to realize that the optimal workplace will differ depending on job, lifestyle and life stage. Some employees prefer the privacy and mental advantages of telecommuting. Others prefer working at an office to handle many different jobs more efficiently.
This led to the establishment of "workplace choice", a new system for each employee to choose his/her workplace from either "mainly office" or "mainly telecommuting" with the aim of respecting and supporting employees’ workstyles. The system was introduced in April 2023.
In line with the system, KADOKAWA helps employees work in a way that allows them to demonstrate their creativity. For example, all of our offices have been renovated in terms of layout and an environment has been built for employees to, whenever they go to the office, readily bring together coworkers and work efficiently as a team. In addition, employees who choose to mainly telecommute may receive financial support to build an environment for working at home.
Guest lounge, department meeting rooms and work desks in a KADOKAWA office
We have strengthened various systems and supports to realize a comfortable work environment for remote work.
*2 Slack has been introduced to 27 companies in the KADOKAWA Group as a standard Group communication tool (as of June 2022).
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”).
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.
We have introduced benefit programs centered around learning, supporting, and protecting, which also provides leisure time support.
We have introduced a leave system that each employee can utilize to meet their lifestyle, including for childcare and nursing care.
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.
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.
A health committee, organized by industrial physicians and employees, meets once a month, conveys employee requests to the company with meeting minutes opened internally. Industrial physicians in the health care office periodically issues "Health Care Office Correspondence", information about occupational health, and the industrial physicians also visit workplaces on a regular basis.
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.
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. Starting April 2022, we have also introduced an online health and medical consultation service for KADOKAWA employees in which they can consult with physicians about their physical conditions at any time.
We have been highly rated from outside sources for our initiatives making work more pleasant for employees.
The Ministry of Health, Labour and Welfare grants “Eruboshi” certifications to the companies with excellent commitment to women’s empowerment. It involves five criteria including (1) recruiting, (2) continued service, (3) workstyles such as work hours, (4) ratio of female managerial-level employees and (5) diversity in career paths, based on the perspective of whether the workplace makes it easy for women to demonstrate their capabilities in. A company’s Eruboshi level is decided in accordance with the number of Eruboshi criteria it satisfies. In September 2017, KADOKAWA reached Level 3, at which the company is deemed to satisfy all of the five criteria.
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.