Luweave Style
-Diversity and Flexibility-
A Company Creating Value with Diverse Personnel and Flexible Work Styles
By expanding available options, we are promoting work styles that enable diverse personnel to choose the workplace,
working hours, and environment best suited to their individual circumstances and job requirements.
Human Resource Programs
We are instituting a variety of programs and measures aimed at making work more compelling and rewarding.
Challenge responsibility allowance
We value the spirit of challenge in each employee and the motivation that goes with it. We devise programs enabling employees to voluntarily take on challenges, living out their desire to contribute toward the growth of the Company.
Freedom to choose where to live
Restrictions on place of residence have been relaxed, as a way of realizing work style diversity. Depending on the department or project, we have introduced a hybrid work system that allows personnel to live anywhere in Japan, with their home as their primary workplace, provided that they can meet required attendance and commuting conditions.
Remote work (work from home) program
We offer remote work, whereby employees work from home using a Company-assigned PC. Besides enabling work to be continued along with childcare or family care, the aim is to improve work-life balance and reduce our environmental burden, while achieving work style innovation for employees in anticipation of the future diversification of labor needs.
Flextime program
This program enables flexible working toward realizing work-life balance. By making use of flextime, work can be combined with childcare, family care or other life activities. Off-peak commuting lessens the stress of traveling to and from work.
Holidays and time off
Taking time for mental and physical refreshment is indispensable for improving work efficiency and quality. The Company offers an array of holiday and time off programs, such as time off for life planning and birthdays.
- ＊Please note that the availability and conditions of the flextime and remote work programs vary depending on the department, job responsibilities, and business requirements.
Work Environment
Building an Environment that Empowers Diverse Individuals with Flexible Work Styles
New work styles are spreading, based on the concept known as ABW (Activity Based Working), of freely choosing the work environment for oneself.
Our Company also promotes “Best place to work” and “Hybrid work” work styles,
by which the people who work are able to flexibly choose the working place and time based on the nature of their duties.
Helping each employee to become more self-motivated and maximize results, the optimal work place can be chosen based on the needs of the work and the individual.
While promoting remote work to give personnel greater freedom in use of time, raise work efficiency, and improve productivity, we also reconfigured
the Company offices as spaces enabling real face-to-face communication among employees, achieving flexible collaboration, and creating innovation.
| Promoting women's advancement & Raising the Next Generation
To reach our 2029 goal, we will proactively implement these measures to create a more comfortable work environment for women.
The following plan has been formulated based on the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children.
[Action plan period: July 1, 2024 - August 31, 2028]
| Item | Goal | Action Plan |
|---|---|---|
| Female managers | Female manager ratio of 10% or more | < July 2024- >
|
| Balance of work life and family life | Every year, determine use status of the company's balance support system and results, etc. of balance support initiatives, and examine possible improvements. |
< July 2024- >
|
| Annual paid leave acquisition rate | 70% or more of new annual leave | < July 2024- >
|
[Survey data on the current status of promoting women's advancement]
| Classification | Current status | Survey period | |
|---|---|---|---|
| Number of female managers | 27 | As of April 1, 2026 | |
| Female employee ratio | 27.59% | As of April 1, 2026 | |
| Acquisition rate of childcare leave (Female) | 100% | FY 2025 | |
| Acquisition rate of childcare leave (Male) | 95.2% | FY 2025 | |
| Average overtime hours | 24 hours and 26 minutes | FY 2025 | |
| Percentage of female managers | 12.1% | As of April 1, 2026 | |
| Gender wages gap | All workers | 80.8% | Reporting Period：FY2025（April 1, 2025 – March 31, 2026）Wages Paid Scope of Covered Employees： ・Regular Employees Excludes employees seconded from other companies. Includes employees seconded to other companies. ・Non-regular Employees Contract employees and part-time workers. Definition of "Wages"： Includes all salary items and bonuses (excludes commuting allowances and retirement allowances). |
| Regular employees | 82.8％ | ||
| Non-regular employees | 51.8％ | ||
[Survey data on the other]
| Classification | Current status | Survey period |
|---|---|---|
| Female recruitment ratio | 28.8% | FY2025 |
| Mid-career recruitment ratio | 42% | FY 2025 |
| 52% | FY 2024 | |
| 63% | FY 2023 |
Act on Promotion of Women's Participation and Advancement in the Workplace
The law promotes women's participation and advancement in the workplace, and was enacted to create a society where all women who wish to advance professionally can fully demonstrate their individuality and abilities. Hence, there has been a need for measures promoted through the united efforts of the national government, local public bodies, and companies.
Act on Advancement of Measures to Support Raising Next-Generation Children
This act aims to create an environment in which children who will lead the next generation of society are born and nurtured in good health.
To that end, one of the important challenges is to establish work-life balance by revising our workstyles, which requires measures promoted through the united efforts of the national government, local public bodies, and companies.
We have acquired the next generation accreditation mark (called Kurumin mark).
We acquired a two-star Kurumin mark through the second Kurumin accreditation by the Minister of Health, Labour and Welfare on September 4, 2020.
We will continue to improve our work environment to support the work-life balance and work-child-rearing balance.
| Promote Health & Productivity Management
We promote health management initiatives based on the fundamental policies for health management at NTT DATA.
NTT DATA Health Management Promotion
[Survey data on the current status of promoting health & productivity management]
| Classification | Current status | Survey period |
|---|---|---|
| Rate of participation in regular health checkups | 100% | FY 2025 |
| Rate of participation in stress checkups | 88.2% | FY 2025 |
| Average rate of annual paid leave taken | 68.87% | FY 2025 |
| Average years of service | 11.94 years | FY 2025 |