Luweave Style
-Diversity and Flexibility-
A Company Creating Value with Diverse Personnel and Flexible Work Styles
We are promoting work styles that enable diverse personnel to choose the working place, time,
and environment best suited to their individual circumstances and the nature of work.
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 work have been removed, as a way of realizing work style diversity. Personnel are free to live anywhere in Japan. Introducing systems that are not dependent on where people live leads to more creative working and learning, and makes operations more efficient.
Remote work (work from home) program
We promote 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.
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.
Our Company also promotes “Best place to work” and “Hybrid work” work styles,
by which the people who work are free to 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 freely.
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.
| Measures for promoting women's advancement
To reach our 2025 goal, we will proactively implement these measures to create a more comfortable work environment for women.
[Action plan period: April 1, 2020 – June 30, 2024]
| Item | Goal | Action Plan |
|---|---|---|
| Female managers | Female manager ratio of 10% or more |
< April 2020- >
|
| Working hours | Ratio of flex employees 80% or more in general jobs |
< April 2020- >
|
| Annual paid leave acquisition rate | Newly granted in the year, not including time off 70% or more |
< August 2020- >
|
[Survey data on the current status of promoting women's advancement]
| Classification | Current status | Survey period |
|---|---|---|
| Number of female managers | 14 | As of June 1, 2023 |
| Female employee ratio | 27.69% | As of June 1, 2023 |
| Acquisition rate of childcare leave | Female 100% | FY 2022 |
| male 76.9% | FY 2022 | |
| Average overtime hours | 27.22 hours | FY 2022 |
| Percentage of female managers | 9.09% | FY 2022 |
| Gender wages difference | 76.4％ | FY 2022 |
[Survey data on the other]
| Classification | Current status | Survey period |
|---|---|---|
| Female recruitment ratio | 40% | FY2022 |
| Mid-career recruitment ratio | 52% | FY 2020 |
| 64% | FY 2021 | |
| 58% | FY 2022 |
Act on Promotion of Women's Participation and Advancement in the Workplace
The Act on Promotion of Women's Participation and Advancement in the Workplace is a law that promotes women's participation and advancement in the workplace. This act 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
| Support Measures for Raising the Next Generation
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.
We established a new action plan in August 2020 and have been promoting workstyle reforms such as by encouraging men to take childcare leave and promoting work-life integration (balancing and improving the quality of work and private life).
| Action plan period | August 1, 2020–July 31, 2024 | |
|---|---|---|
| Action plan targets | 1 | Have at least eight men take childcare leave during the action plan period
< Starting in October 2020 > ・Recommend employees with a new child to take childcare leave. |
| 2 | Flexibly manage the flextime system
< Starting in December 2020 > ・Abolish the core flextime hours and create a system that allows employees to flexibly work according to their work-life balance. |
|
| 3 | Acquisition rate of annual paid leave: 70% or more of newly granted annual paid leave for the fiscal year, not including hourly leave
< Starting in August 2020 > ・Each headquarters shall notify all employees every month on the number of paid-leave days taken and encourage them to take the leave. < Starting in April 2021 > ・If the target is unmet, raise the annual target for the number of annual paid-leave days taken. |
|
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 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 2022 |
| Rate of participation in stress checkups | 92.6% | FY 2022 |
| Average rate of annual paid leave taken | 67% | FY 2022 |
| Average years of service | 14.0 years | FY 2022 |