Top Message
As a Cloud Integrator, JBS aims to be a company that, through the provision of the best technology, co-creates new value with customers and creates a future that is fulfilling both at work and in life.
Our employees are the bearers of the services we provide, and what is essential for them to succeed in the long term is a corporate culture where everyone can feel safe and be themselves. We have created an environment and implemented measures that enable employees of diverse backgrounds and values to respect and support each other, while feeling empowered and motivated.
Furthermore, we believe that by respecting each employee’s differences and providing equal opportunities, we can draw out their respective individualities and abilities to the fullest, ensuring top-level performance and dramatic innovations. Through the promotion of diversity, equity, and inclusion (DE&I), JBS will contribute to the creation of a future that is filled with the happy smiles of all people involved.
DE&I Policy
As a part of our work practice reforms, JBS has long been engaging in workstyle innovation and developing policies that contribute to a healthy work/life balance, and has now also launched a project with a DE&I team in coordination with management. Based on our stance on diversity, equity, and inclusion as outlined below, we will advance a three-year plan in conjunction with our medium-term management plan.
An environment in which people can be themselves leads to
a company where anyone can succeed and which creates sustainable growth and innovation.
Understand and respect each person’s differences
We will foster awareness and an environment that leads to mutual respect in which we recognize our own subconscious prejudices, strive to know each person, and understand our differences for what they are.
Provide opportunities and an environment where anyone can succeed
We will provide equal opportunities and treatment to all and create an environment in which each employee can maximize their abilities and succeed without restriction regardless of gender, age, sexual orientation, sexual identity, disability, race, nationality, family background, etc.
The unique value of each and every employee gives life to co-creation
By listening to each other’s diverse voices and continuing dialogue in an organizational culture where anyone can speak up freely, we foster co-creation, realize our vision, and contribute to customer success.
Road map
Previous Initiatives
Home
Childbirth and Childcare
Through policies for various leave, time off, and work restrictions, as well as corporate-use plans for external services, we support employee to balance work and home life in step with the growth of their children.
Major Systems and Services
- Pre- and post-natal leave and childcare leave
- Time off for children’s illness
- Stockpile time off
- Shortened work hours (up to the end of the third grade, expanded from the legally designated period)
- Children and Families Agency babysitter tickets
- Sick child care services
Paternity Leave
We encourage the use of paternity leave. The usage rate in FY2023 was 54% with the average length at 95 days. Currently, we are aiming for 100% usage rate of childcare leave within one year of birth.
Major Initiatives
- Personal notification regarding childcare leave policies
- Internal publishing of paternity leave experience reports
Support
With consultation services and an environment encouraging employee interaction, we aim to relieve employees’ anxieties and enable a positive work/life balance regardless of gender.
Major Initiatives
- HR interviews before maternity/childcare leave
- Childcare leave consultation desk
- Hosting gatherings for those returning from childcare leave and mommy and daddy events
- Tutorial videos regarding childcare-related policies
Home Nursing Care
In addition to establishing policies for various leave, time off, and work restrictions, we also focus on providing information through dedicated consultation services and seminars. In particular, taking into consideration the correlation between employee age and the need for providing age-related home nursing care, we provide home nursing care information as a part of the mid-career and senior employee training described later.
Major Systems and Initiatives
- Home nursing care leave
- Time off for home nursing care
- PTO stockpile
- Shortened work hours
- Home nursing care guidebook
- Consultation desk and seminars
Various Policies
PTO Stockpile
A system that allows employees to accumulate a maximum of 20 days of expiring annual PTO and use these in specific cases.
Specific cases: treatment of an employee’s own injury/illness, nursing/home care of family members, attendance at a birth, childcare for preschool children (including grandchildren), attendance at elementary and junior high school events, prenatal checkups, fertility treatment, miscarriage/stillbirth, etc.
Self-Care Leave
The policy was changed based on employees voicing hesitation in requesting “menstrual leave.” This is time off that can be used, regardless of gender, for fertility treatment, gynecological treatment, and menopause.
Free Work-Location System
Premised on working full-time from home, this system allows employees to decide freely where they will live and work. It can be used according to their home situation, such as accompanying a family member to their posting or a temporary need to live at a parent’s home.
Housekeeping Service
Through a corporate contract with a housekeeping company, services such as cooking and cleaning can be used at a discounted rate.
Loan System
A loan system that can be used for wedding expenses, children’s school fees, etc. so that employees that are able to meet changes in life stages with security.
Group Long Term Disability Insurance/Group Comprehensive Daily Living Security Insurance
A policy aimed at compensating salaries when taking long-term leave due to injury/illness. The insurance premium is borne by the company.
Promoting Women’s Empowerment
The ratio of women among all employees at JBS is about 30% but this ratio is increasing every year, reaching almost 50% among new graduate recruits in recent years. However, due to there being few women in the upper age/tier range of the company and because the conventional management work style has not always been accommodating to changes in life stages, the ratio of female managers still remains low (13.7% in FY2023). We aim to raise the ratio of female section heads to 20% in FY2025.
Major Initiatives
- Hosting employee gatherings and opinion exchanges on the theme of women’s empowerment
- Internal publishing of role model interviews on the in-house portal site
- Female management training
Disabilities
At JBS, we believe in respect for all individuals, whether with or without disabilities.
Major Initiatives
- In-house consultation desk for use by both employees with disabilities and those with whom they work
- E-learning for all employees to improve understanding regarding employment of people with disabilities
- Regular meetings with employees with disabilities to confirm their health status and situation in the workplace
- Training for departments where employees with disabilities are posted to learn from experts about the characteristics of the disabilities
Additionally, JBS started employing persons with disabilities at a disability-friendly farming facility in Kyushu from 2022, creating employment opportunities to those in non-urban areas. The vegetables grown on the farm are used for the dishes at the JBS employee cafeteria.
LGBTQs
At JBS, we respect all sexualities and use the term LGBTQ"s".
Major Initiatives
- Establishment of partnership regulations: if an employee is registered in the municipal partnership system, their same-sex partner is treated as a spouse in the company’s HR system and benefits package.
- Awareness-raising activities
Seniors
We offer support and develop an environment aimed at autonomous career development for senior employees with a wealth of experience to have further opportunities for success.
Major Initiatives
- Career training for mid-career and senior employees
- Career Counseling
Nationalities
JBS has employees from countries such as South Korea, China, Myanmar, USA, Ukraine, Bangladesh, and Mexico (as of April 2024, in descending order of number of employees). Additionally, we participate in recruitment events for international students who are interested in the IT field.
Third Party Evaluation
JBS has acquired Eruboshi (three stars) certification and Kurumin certification (awarded by Japan’s Ministry of Health, Labour and Welfare for companies that promote women’s advancement in business and provide outstanding support for childcare, respectively), and also utilizes Tomonin (a program by the Ministry of Health, Labour and Welfare for companies that promote the establishment of a work environment which accommodates both work and home care).
Eruboshi
Kurumin
Tomomin
