Creating a Rewarding Workplace | TAKACHIHO KOHEKI CO., LTD.

A Rewarding Workplace
Diversity & Inclusion
Occupational Safety and Health / Health and Productivity Management

A Rewarding Workplace

Promoting Digital Transformation (DX)

Drive the DX of the management foundation to enhance sales efficiency, improve customer service for business growth, and boost profitability through the transformation of internal processes

Strengthening the sales force (reaching prospective customers through digital marketing)
Enhancing sales management (improving management efficiency using Sales Force Automation (SFA) tools and business card management systems)
Streamlining transaction processes (improving efficiency through Robotic Process Automation (RPA) and Electronic Data Interchange (EDI))
Improving customer satisfaction (through automating case registration, progress management, and data analysis from inquiries via SFA tools such as email and web forms)

Flexible Work Arrangements

To enable each employee to choose a flexible work style and work with confidence for the long term, we have implemented various systems. We are committed to creating a comfortable workplace environment by improving work structures and expanding paid leave benefits.

Examples of Our Systems

Flexible Work Hours System	Employees can freely set their start and end times, as well as daily working hours, as long as they meet the required monthly hours. (with core hours)
Three-Day Weekend System	To support personal development such as studies, as well as balancing work with childcare or caregiving, we have implemented a three-day weekend system.
Reduced Working Hour System for Childcare	Available for employees with children up to the 3rd grade of elementary school.
Remote work Implementation	Depending on the role, employees can work remotely up to 50% of the time.
Hourly Paid Leave	Employees can take paid leave in hourly increments.
Annual Holidays of 123 Days or More	In addition to the 123 company holidays (for FY2023), employees are free to take paid leave as needed.
Business Casual	Employees are allowed to wear business casual attire when not meeting with external parties or attending interviews.
Dual Work System	Employees can work in another department using a portion of their working hours.
External Side Job System	By gaining new knowledge and building networks, this system aims to enhance employees’ skills and allows them to apply the knowledge acquired to the Company’s core business.

Childcare Support

We have implemented a childcare leave system to support the balance between childcare and work. In recognition of our efforts, in 2024 we received Kurumin certification. Click here or more details on Kurumin.

As a result of our commitment to creating a workplace environment that is conducive to employees returning after leave, we have maintained a 100% rate across the following items, including male childcare leave.

Childcare leave take-up rate: 100%
Childcare leave return rate: 100%
Male childcare leave take-up rate: 100%

Enhancement of Employee Benefits

Following feedback from an employee survey indicating a desire for enhanced benefits, we implemented a flexible benefits program (Cafeteria Plan) that enables employees to choose benefits according to their needs, aiming to improve engagement. The results of a subsequent survey were positive, and we plan to continue expanding the range of selectable services to better meet employee needs.

Employee Stock Ownership Plan (Expansion of Incentive Program)

Starting in April 2022, we increased the employee stock ownership incentive from 10% to 50% and held internal information sessions to encourage employee participation. As a result, the participation rate, which was 53.9% in April 2021, rose to 79.6% in March 2023. By increasing participation in the employee stock ownership plan, we aim to enhance employees’ sense of involvement in the Company’s management. At the same time, we support employees’ future asset formation and financial stability as part of our benefits program, with the goal of growing together.

Motivation Enhancement (Special Support Payment & Celebration Bonus for Achieving Prime Market Listing Maintenance Standards)

To alleviate the financial burden on employees caused by rising living costs and the depreciation of the yen, we provided a special support payment in January 2023. This initiative was aimed at enhancing employee engagement by ensuring a sense of financial security. In April 2023, we also awarded a celebration bonus to recognize employees’ efforts and achievements in meeting the Prime Market Listing Maintenance Standards two years ahead of schedule. We remain dedicated to supporting our employees’ success and growth, with a sincere commitment to growing together.

Certification Incentive Program

To create an environment that supports continuous skill development and digital talent cultivation, while also assisting employees in achieving their personal goals, we revised our certification incentive program. The number of eligible certifications has been expanded to a total of 99, and the incentive amount has been increased. The list of eligible certifications is reviewed annually.

Establishing a Remote Work Environment and Developing Guidelines

We have created an environment where all employees can work remotely. While the extent of remote work varies by job type, up to 50% of remote work is implemented for some roles.

Diversity & Inclusion

Promoting the Recruitment of Diverse Talent

To adapt to the rapidly changing business environment and sustain growth, we are committed to advancing Diversity, Equity & Inclusion (DEI). We especially emphasize the importance of diversity in key talent, such as management, and are dedicated to continuous improvement through education and recruitment activities. In addition, to secure a diverse workforce, we are creating an environment that enables employees to choose from various work styles tailored to their individual circumstances.

For more information on diverse work styles, please refer here.

We are implementing the following initiatives to embrace diverse talent and leverage their unique qualities and abilities.

Implementing a video-based training service to provide employees with opportunities for autonomous learning
Recruitment through referrals
Strengthening development of female management candidates
Enhancing recruitment of female specialists

Additionally, towards 2030, we have set the following targets for key indicators (non-consolidated), which we are actively promoting:

Percentage of women in management:	9% (FY2023) → 30% (by FY2030)
Percentage of mid-career hires in management:	24% (FY2023) → 30% (by FY2030)
Percentage of foreign employees in management:	3% (by FY2030)

Obtained Kurumin Certification

くるみん

We have obtained Kurumin certification from the Minister of Health, Labour and Welfare under the Act on Advancement of Measures to Support Raising Next-Generation Children. Kurumin certification is granted to companies that have developed and submitted their plans following the Act and meet certain requirements to be recognized as a company that supports childcare. We received this certification for the first time in 2024.

Initiatives Based on the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on Promotion of Women’s Participation and Advancement in the Workplace