Sustainability
Deepening Human Resources
Concept
We are promoting human resource activities and providing training to ensure that diverse senses of value and backgrounds are respected and to get the maximum potential out of each and every employee, and aiming at creating working environments and systems in which it is worth working.
Respecting Human Rights
We believe that it is the responsibility of companies to place the emphasis on respecting human rights to ensure that everybody retains the right to freedom and happiness, and in addition to adopting initiatives within the company to guarantee this, we are also continuing to perform our business activities while respecting the human rights of not only our customers, but also all members of society.
Promoting Activities and Training for Diverse Human Resource
We believe that ensuring growth in each and every one of our employees will result in growth for the company, and we therefore provide support and training for ability development and career development for our employees, while reforming our personnel system.
Detailed Initiatives
Building a New Personnel System
To promote sustainable growth and enhance employee engagement, we established a project team in September 2021 to fundamentally reform our personnel system. To establish an optimal organizational environment, we conducted an analysis of our existing personnel and training systems through consultant-led employee interviews and career potential assessments.
Based on these findings and continuous internal discussions, we have implemented various reforms, including a revision of our qualification grading and evaluation systems, and a tripling of the allowance for dependent children to strengthen our support for child-rearing.
[News Release]Revision of the qualification grading system and evaluation system
Providing Working Environments in which it is Worth Working
We are reforming work practices and improving our engagement with employees by flexibly responding to the need for diverse working styles amid the everchanging social environment. We intend to reform the culture within the company so that ITFOR can grow together with its employees.
Detailed Initiatives
Conducting interactive roundtable meetings between outside directors and employees
Aiming to promote diversity and inclusion, we held a series of interactive roundtable meetings between outside directors and employees from September to November 2024. To promote career development and improve the workplace environment, participants exchanged opinions across gender and age groups on themes such as “work-life balance,” “leadership,” and “retention of younger workers.”
This was our first initiative of this kind, and it achieved a participant satisfaction rate of over 90%.
[News Release] Interactive Roundtable Meetings Between Outside Directors and Employees
Permanent Implementation of Teleworking
We enacted a permanent system of teleworking in September 2021 to nurture diverse working styles, working environments in which it is easy to work, and our corporate culture, and to ensure that we can continue operations during natural disasters and other emergencies.
To promote the use and integration of this system, we have newly established a teleworking allowance and are focusing on strengthening our internal infrastructure, including the provision of dedicated terminals to employees.
Promoting Measures to Improve Paid Leave Utilization
We are committed to the proactive use of paid leave and the promotion of work-life balance to help employees refresh themselves mentally and physically, boost motivation, and improve work efficiency. We have introduced unique support programs to help employees make the most of their time off; for example, we provide financial incentives to employees who take an “Anniversary Leave” during their birth month.
Conducting information exchange meetings with other companies
We actively exchange opinions with user companies and affiliated companies that implement advanced sustainability measures.The knowledge gained through this cross-industry dialogue not only raises our awareness of current challenges but also leads to specific recommendations for internal measures to promote diversity and inclusion.
Conducting Organizational Assessment Surveys
Aiming to enhance employee engagement, we have been conducting regular organizational assessment surveys since August 2021. Furthermore, to accurately identify priority issues, we transitioned to a specialized “Deep Survey” in February 2025, which focuses on in-depth analysis. We use these surveys to visualize employee expectations and satisfaction levels through scores, which in turn informs our efforts to build optimal working environments and personnel systems.
Expansion of Tokyo Head Office and Office Environment Improvements Nationwide
To realize flexible work styles and revitalize communication among employees, we are continuously enhancing our office environments.In 2022, marking our 50th anniversary, we established a new open-concept floor at our head office, featuring glass-enclosed conference rooms and a refreshment area equipped with free drinks, darts, and billiards.
Subsequently, we relocated our Kyushu Office and renovated our Tokorozawa building in 2024, followed by the relocation of our West Japan Office in 2025.Furthermore, we are planning a further expansion and renewal of our head office floor in 2026.
[News Release] Expansion of Tokyo Head Office
Introduction of self-biz(Casual Dress Code)
From April 1, 2025, we have introduced a full-fledged year-round “self-biz” program that allows employees to freely choose their attire while taking TPO into consideration.This program was introduced to foster respect for diversity, enhance autonomy, and drive value creation through flexible thinking.
The decision to formalize the program followed a trial period during which 96% of employees expressed their approval through a company-wide survey.
Establishment of “Childcare Workplace Support Allowance”
To reduce the psychological burden on employees taking childcare leave and to foster a culture of mutual support throughout the organization, we have established a unique “Childcare Workplace Support Allowance” program.
Under this system, we provide a monthly allowance of 10,000 yen per person for up to 15 months to employees who directly take over the duties of those on childcare leave. This initiative goes beyond supporting the individuals on leave; it actively promotes an environment where the entire workplace supports one another.
[News Release] Establishment of “Childcare Workplace Support Allowance”
Continual Promotion of Occupational Health and Safety, and Health Management
In addition to ensuring the safety of employees and promoting occupational health and safety within an environment in which the diversification of employment styles is advancing, we are also increasing health and welfare to ensure that employees are able to maintain their health and striving to create environments in which it is easy to work for all employees.