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Diversity

Diversity

Our history on diversity

Focusing on women, the largest minority group at many companies, we established the Female Committee in 2014 to prevent female employees who wish to develop their careers from giving it up and quitting jobs due to being unable to balance work and family.
The Female Committee, comprised of female employees who volunteered from each department and led by female employees, has discovered issues faced by female employees and their requests and conducted gender-based awareness surveys and career improvement seminars to promote the enhancement of female employees' awareness.
However, life events, including marriage and births, are not just for women, and issues such as nursing, illnesses, and injuries may fall upon anyone. In addition, various other issues that hinder balancing life with work clearly exist. We are responding to issues inside and outside the company by expanding our scope from promoting the success of female employees to promoting diversity so that each and every employee, who are becoming more diverse, can achieve their full potential.

Policies on diversity

New ideas emerge from diverse employees contributing their knowledge, experience, and sense of values in different fields, which lead to the new development of and improvements to products and services. I-NET strives to create an environment where our employees can achieve their full potential by utilizing their individuality, regardless of gender, age, nationality, disability, sexual orientation, gender identity, sense of values, or work style.

I-NET will promote diversity based on the following policies.

1) Understanding and improving on requests and issues for the success of each and every employee
2) Developing culture for both management and employees to take an active part in the promotion of diversity
3) Initiatives to contribute to solve social issues by participating in activities to communicate with other companies, local communities, and governments

Initiatives on Diversity

Following its policies on diversity, I-NET will address diversity issues so that diverse employees can achieve their full potential.

Diversity Promotion Office

A new Diversity Promotion Office was established in October 2018 to make organizational and continuous efforts toward promoting diversity. In January 2019, the Diversity Promotion Office moved from Personnel Division to Management Planning Department in order to accommodate the needs of not only our employees but also our diversifying customers. In cooperation with Corporate Strategy and Investor Relations Office, the Diversity Promotion Office will promote diversity.

Diversity Committee

As a successor to the Female Committee, the Diversity Committee was established in July 2019. With President as the Committee Chair and Diversity Promotion Office as the Secretariat, diverse members, one member each from all Divisions, have been selected regardless of job type, gender, age, or position. With Senior Manager of the Personnel Division participating in the meetings, the Committee is swiftly reforming our systems and solving our issues.
The Diversity Committee discusses issues raised from each department, formulates measures by involving related departments, and hands them to action teams.

Diversity measures

I-NET is working on many initiatives to promote diversity.

Establishing a diversity inbox

We have placed a suggestion box (inbox) regarding diversity on the groupware used by our employees. We store suggestions provided through the inbox and discuss them at the Diversity Committee in the order of urgency.

Diversity training

- Diversity seminars for senior management

We report the current status and conduct lectures and group sessions on diversity for officers such as Chairman and President as well as Division Managers.

- Diversity lectures for general employees

We made training videos for all employees so that they understand the basic knowledge of diversity. All employees have watched the videos.

Efforts to Develop Diverse Human Resource

Actively hiring female employees

Many new female employees join us every year. The ratio of female employees among new hires has been approximately 40% for over a decade. Our female employees feel at ease joining us because we have good systems to support the balance between work and family. Our older employees have been actively involved for a long time. We will continue actively hiring female employees in the future.

Click here for the hiring page

Successes of global personnel

We have interviewed employees with foreign nationalities who are succeeding at I-NET to hear their thoughts and current efforts.

Renbi Huang

Renbi Huang

Manufacturing

Assistant Section Manager

Taiwan

Biography

He came to Japan after graduating from middle school, and attended high school and university in Japan. He joined us in 2000 as a new graduate and was assigned to the department developing government systems. Three years after working on the development of systems for boards of education at local governments, he was assigned to Manufacturing Operations Dept. of Mailing Services Division, where he currently works. He is now in charge of managing part-time workers who handle mailing services.

Coming to Japan, what difficulties have you had?

Because I couldn't speak Japanese at all when I came to Japan, learning Japanese was the hardest part.
Fortunately, I love Japanese pop culture, so I communicated with my friends through topics such as manga and video games.
In addition, I studied Japanese using tutors and classes taught by volunteer teachers, and the principal at the school I was attending at that time taught me Japanese after school. I learned enough Japanese to have everyday conversations in about a year from moving to Japan.

Please let us know about your current work.

Our mailing services are handled by almost 200 part-time employees, and I work on managing those part-time workers. The details I am in charge of include managing their attendance, employment, and schedule. I have now handed off the practical work to my subordinates and am focusing on training.

What's your focus when training your subordinates?

I give detailed instructions at first, but when they gain a certain level of understanding and feel more comfortable, I ask them to make and implement their own plans, focusing on providing support myself. I also think about how to deal with areas prone to mistakes and areas where things are not working, together with my subordinates, in order to work closely with them.
Of course, I am also trying to work on projects that brings me onto a new stage, rather than just training. I study and learn everyday so that I can oversee the entire work with a bird's eye view and expand the scope of my work.

Do you ever struggle with cultural differences between Taiwan and Japan?

I feel Japanese people are less forthcoming with their true feelings compared to Taiwanese people. However, I've never felt any differences personally because I was trained as a working adult in Japan. Although I don't know how other employees see me in terms of me being a "foreigner," I think I'm the same as everyone else, communicating about work like any others and sometimes chatting with them.

Could you tell us about your future goals?

So long as our focus is on services that handle paper media, it's impossible to resist the social trend that is shifting toward digitization.
Recognizing this trend, our division is exploring a new BPO business while continuing current services. As a BPO business may include a wide variety of fields such as call centers and outsourcing of administrative work, we may have to significantly change our organizational structure and management methods if we were to operate the business with part-time workers. My goal is to maintain good communication with everyone in anticipation of the development of a new structure, so that our part-time workers do not get confused.

Nie Qianyun

Nie Qianyun

Technology

China

Biography

Influenced by her older sister who lives in Hiroshima after getting married, she decided to study abroad in Japan when she was in high school.
After attending a language school in Hiroshima, she studied as a business management major at a university in Tokyo. Learning how business management works from various perspectives such as marketing, management, and accounting, she gained knowledge in "companies," the focus of business. She joined I-NET as a new graduate in 2018 and was assigned to a financial systems development team.

Could you tell us why you decided to work in Japan?

I decided to work in Japan because I wanted to demonstrate in work what I've learned in Japan.
While people start job hunting after graduating from universities in China, I knew everyone in Japan has to look for jobs while attending universities. Just like other students, I started job hunting from the second half of my third year in college, experiencing the "job hunting culture of Japan" firsthand.

When do you feel rewarded in your work?

When a project I'm in charge of goes into operation smoothly and when I'm able to provide support for others. I feel very rewarded when a project I'm involved in starts operating without issues. I also think it's important to proactively take miscellaneous work so that the business runs smoothly. I strive to work with how I can make a good impact on my team in mind.

How is your interaction with other employees?

Both my colleagues and elders are kind to me. There are many women, so I can easily discuss not only about work but also my private life. In particular, I still rely on the senior employee who was my Master(*), and consult with them often.
* Each new employee is paired up with a mentor called Master for their first year of employment.

Did you have any trouble working?

When I was first assigned to my job, I struggled with reading Japanese, creating documents, and having meetings.
I got used to creating documents quickly because there were standardized formats, but I struggled with business writing, which is difficult. But when I was struggling, a senior employee set up a weekly forum to read and correct my work reports together, during which they pointed out my issues and answered my questions. Because of their efforts, six months later, I was able to master business writing skills.
I strive to overcome my language barriers by making sure to ask questions until I can understand them.

Could you tell us about your future goals?

My goal is to refine my technical expertise and succeed as a leader (engineer) for a large project. I would like to put my full effort into the work I'm responsible for now, and decide on future goals as I do that.

James Fam Si Jie

James Fam Si Jie

Technology

Malaysia

Biography

Getting interested in the Japanese anime culture and attracted to its cleanliness and economic wealth, he decided to study abroad in Japan when he was in high school. After learning Japanese at a language school, he attended a university as an international economics major, studying how politics and economy transitioned based on the history of various countries. He joined I-NET as a new graduate in 2018, and is assigned to the development of web systems.

What made you decide to join I-NET?

I was interested in how money flows, and I wanted to join a bank at first. But I realized I should understand financial systems if I were to learn about financial mechanisms, and those systems are outsourced to system companies. So, I decided to work at an IT company to which those projects are outsourced. The reason why I wanted to work at I-NET among those IT companies is because I-NET is an independent company. I felt it compelling that I-NET works on all parts of the process from sales to system maintenance.

Could you tell us about what projects you're working on now and what's rewarding about the job?

My current project adopts the agile model (a method that does not define clear requirements and works to refine what's been made), rather than the common waterfall model. It's very difficult, but I'm putting my best effort into it because I think this experience will be useful in the future.
Although I joined this company with almost no knowledge of IT, working on web systems, which I am familiar with, allowed me to learn the knowledge while imagining how they work in operation.
When I hit a wall, I try to think on my own first, and ask an expert if I can't solve the problem myself. Whenever I hit a wall, I try to learn from it. I feel more confident now that I've overcome the struggle to solve issues.

How is your interaction with other employees?

My current team members are international, with people hailing from Malaysia, India, China, Korea, and Japan. We feel a sense of unity because we work together toward a single goal every month. Also, we have a free address workplace in which we sit together as a team, follow up on each other, and answer questions through discussions. That naturally maintains open communication.

Could you tell us about your future goals?

I want to set a deadline to pass the Project Manager Examination for IT Engineers so that I can obtain expertise to become a better project manager. As my boss has instructed me to "understand what I'm good at and what I'm not, and learn more about what I'm not good at," I want to build up my practical skills not only through studying but also through everyday work.

Prown Rose Ngoo

Prown Rose Ngoo

Research

Tanzania

Biography

After studying economics, geography, and mathematics at a high school in Tanzania, she studied irrigation and water resources engineering at a university. She then came to Japan to attend the Department of Agribusiness Management, Faculty of International Agriculture and Food Studies, Tokyo University of Agriculture. At a graduate school, she studied international agricultural business. She joined I-NET as a new graduate in 2020 and was assigned to the R&D Promotion Office.

What did you study as a student?

In Tanzania, irrigation (artificial supply and drainage of water to land to increase agricultural product yields) is conducted for agriculture and aquaculture of marine products on land. At a university in Tanzania, I studied irrigation and water resources engineering.
At a university in Japan, I was part of a working group to research international agribusiness. As its chair, I researched agricultural sustainability in many countries. I specialized in international agricultural business at graduate school, working as a research assistant to introduce IT to aquaculture. I was responsible for setting temperatures with remote sensors, observing the number of fish and their growths, and nurturing freshwater fish by utilizing IT.

What made you want to work at an IT company?

I used AI to process a large amount of data for my research. That was when I got interested in AI, and I received internship training at an outsourcing company that handles AI. I wanted to further deepen my knowledge of AI and IT and work on a job that use that knowledge. That's why I decided to join an IT company.

What made you decide to join I-NET?

I applied for a job at I-NET because I-NET had a data scientist team that was newly established, which is a small team working in a global environment. I also felt it was appealing that we can develop the way we work from scratch.

Could you tell us about what projects you're working on now and what's rewarding about the job?

I am working on market surveys for product development, as well as training and evaluation of AI models. What's rewarding about this job is that I can contribute to society in a particular field in the future by obtaining professional expertise in the field and that I may be able to bring this unprecedented, long-term project to fruition.

How is your interaction with other employees?

I made could form a great bonding with my colleagues at the new hire training sessions.
Although I'm not really good at Japanese, my team members are very welcoming and willing to answer my questions at any time. I feel grateful that everyone checks up on me, asking if I'm okay.

Could you tell us about your future goals?

I'm studying to become an AI consultant.
I also want to affect changes at I-NET so that it becomes a more diverse and better company.
I would like to learn more Japanese and contribute to our employees learning English.

Active participation by seniors

I-NET engages in various efforts to promote active participation by seniors.

Extending retirement age and continued employment

Although the retirement age for permanent employees is 60 years old, we guarantee employment for all employees until 65 years old.

Establishing an environment in which seniors can work at ease

We allow flexible work styles, such as shortened working hours and four-day work week, introducing working patterns considering the characteristics of the seniors.

Initiatives to increase the motivation of seniors

We hold career design training sessions for seniors when our employees are 50 years old and 58 years old. We conduct individual career interviews with employees who are 58 years old. We have also introduced a system in which career consultants at the Personnel Division can provide consultations and support.

Activity to Promote Employment of Persons with Disables

We established I-NET DATA SERVICE CORP., a special subsidiary, on April 1, 2009, to provide support for the development of society in which people with disabilities can get jobs that fit their capabilities and aptitudes, and live autonomous lives just like people without disabilities.

The I-NET Group also periodically holds "liaison meetings" to solve issues to employ more people with disabilities and develop a comfortable environment for people with disabilities to work.

I-NET DATA SERVICE CORP.

Initiatives for Active Participation by Women

I-NET has positioned the promotion of active participation by women as a management strategy for sustainable growth. We hold seminars for female employees and develop an environment that is easy to work in, as initiatives to enable female employees to continue working for a long time with peace of mind.

Planned employment

Training for new female employees

We invite a lecturer from an external company to deliver a lecture on work style for women as part of training for new employees. We are also conducting training sessions in which we ask successful female employees to discuss their experience, intending to develop training programs that make our employees aware of vision to work in society for many years from early in their careers.

Training for female managers and leaders

We periodically hold training sessions on management and career development for female managers, female leaders, and female employees who want to become leaders.

Appointed as Kanagawa Women's Active Participation Support Team

In 2015, I-NET CORP. was appointed as a support team of "Kanagawa Women's Active Participation Support Team" and has expressed a declaration of action.

Kanagawa Women's Active Participation Support Team

女性活躍への取り組み
  1. In-house Initiatives

    (1)While actively incorporating initiatives and proposals of the "Women's Committee," currently in its fifth year since its establishment, as a company with a work environment that is comfortable and rewarding for everyone, we are also developing various work style reforms that allow employees to continue working while providing childcare and nursing care. (Number of employees who continue working after taking childcare leave: 24 employees in FY2014 → 39 employees in FY2018)
    (2)To continue to expand the hiring of women (exceeding 40% for 10 consecutive years since FY2009) and increase the number of women in management positions, we provide support for all employees to reform awareness and possess high career development ambitions. We will also continue to actively recruit candidates for management positions (leadership positions). (Proportion of women in leadership positions in FY2018: 20%, (70 employees), target of exceeding 25% in five years)

  2. Efforts for Social Movement Expansion

    (1)To help the advancement of women and provide support for balancing work, housework, and childcare, we will further develop the search engine website "Cheering on Working Moms," which provides childcare facility information, and make it a website full of local childcare support information that leads to solving many of the problems faced by working moms and dads.
    (2)In the Kanagawa Information services industry Association, we will establish measures for continuous mutual complementation by sharing issues regarding diversity promotion activities, including the advancement of women, acquiring problem solving know-how through personnel exchanges, providing IT technology that leads to work style reform, and proposing measures for human resource shortages and career development.

I-NET CORP. Declaration of Action

Certifications and qualifications on empowering women

I-NET has acquired certifications and qualifications on empowering women.

Eruboshi Certification

Eruboshi Certification

Click here for details

Transition of Data

  FY2016 FY2017 FY2018 FY2019 FY2020
1. Percentage of women among hired new graduates *1 45.2% 45.2% 40.9% 37.5% 45.3%
2. Percentage of female managers among management positions *1 4.5% 4.5% 4.0% 4.4% 4.9%
3. Percentage of female directors among directors *2 13.3% 12.5% 13.3% 18.2% 25.0%
4. Percentage of female employees among employees *1 21.4% 22.2% 23.0% 23.5% 24.4%
5. Acquisition rate of childcare leave by gender *3 Men 4.2% 6.3% 6.8% 7.1%
Women 100.0% 100.0% 100.0% 100%

*1: Figures are as of April 1 of each fiscal year.
*2: For 2016~2019, figures are as of the end of March.
For 2020, figures are as of the end of June.
*3: Total for each FY.

Support for balancing work and raising children

Systems to provide support for balancing work and raising children/nursing care

I-NET CORP. also allows employees to take maternity leave and childcare leave, and the current rate of female employees who return to work after acquiring such leave is 100%. In addition, various systems have been adopted so employees can balance work and raising children.

  1. Hospital visits during work hours for pregnant employees
  2. Introduction of a communication sheet to support return to work after childcare leave
  3. Maternity leave
  4. Spousal childbirth leave
  5. Childcare leave
  6. Reduced working hours for childcare
  7. Staggered working hours
  8. Restrictions on overtime work
  9. Restrictions on late-night work
  10. Granting of nursing care leave (up to entering elementary school)
  11. Days designated for leaving work on time
  12. Commenced implementation of working from home/telework
  13. Annual paid leave by the hour
  14. Memorial holiday
  15. Re-employment (job return) system

Certifications and qualifications

I-NET has acquired certifications and qualifications on developing the next generation.

Kurumin Certification

Kurumin Certification

Click here for details

Kanagawa Child Care Supporters

Kanagawa Child Care Supporters

Click here for details

Preparing "Women Working Comfortably (booklet)"

We have prepared "Women Working Comfortably (booklet)," which includes easy-to-understand explanations on systems pertaining to women, provides support to employees who are returning to work after childcare leave, and presents work styles and ideas on career advancement. By making the booklet available for viewing at any time via the company intranet, we aim to raise employee awareness regardless of gender.

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