Ensuring Rewarding Work

The Hakuhodo DY Group aims to create a workplace culture in which all employees, regardless of attributes, can demonstrate their abilities and feel that work is rewarding.

Promoting the Activities of Female Employees

As a benchmark for realizing a corporate culture in which employees can play an active role regardless of gender, we aim to achieve a 30% ratio of female employees in management positions by fiscal 2030. We are working to promote the advancement of women through various measures, such as by cultivating human resources and improving the work environment, so that all female employees can find and pursue their own career paths.

Percentage of women new graduate employees: 48.9%
Ratio of female employees in management positions: 11.5%
Percentage of women returning to work after maternity leave: 96.2%

(Fiscal 2022)

* Targets: Hakuhodo, Daiko Advertising, YOMIKO ADVERTISING, IREP, Hakuhodo DY Media Partners, D.A.Consortium, SoldOut

Fiscal 2030 Group target ratio
for female employees in
management positions

30%

Unconscious Bias Training
(YOMIKO ADVERTISING)

In fiscal 2022, YOMIKO ADVERTISING introduced an initiative to address unconscious bias. This initiative includes mandatory online training for all corporate officers and employees and in-person training for team leaders responsible for on-site management. Additionally, the president led an initiative to share personal insights with all employees. The company aims to promote its DE&I initiatives by fostering an organizational culture where individuals are aware of biases.

Interview

Yumiko Hosoya

Team & Management Leader
Development Team
Human Capital Development Promotion Division

Women Taking Leadership
(Daiko Advertising/DAIKO WEDO)

At Daiko Advertising Inc./DAIKO WEDO creative & development inc., we strive to cultivate a culture and environment within the organization where diverse members can respect and acknowledge each other's values and career paths.

Given the company's current under-representation of women in managerial positions, we launched a leadership training program for women in fiscal 2022. Our objectives were to eliminate gender bias and foster female leadership.

The training is not just aimed at people becoming managers. Rather, it is designed as a step toward taking positive action, drawing a career path that suits the individual, including management positions, from among various career options. The training highlights an awareness toward and practical application of a leadership style that leverages one's own strengths, and consists of three sessions held once every other month.

The training targets around 30 mid-level female employees that expect to demonstrate leadership, as well as their immediate superiors. Recognizing the importance of a shift in mindset throughout the organization, we are concurrently conducting training for their direct supervisors.

Our training program covers a wide range of topics, including diverse leadership styles, recognizing personal strengths, effective communication, problem-solving, and decision-making skills. Participants learn how to apply these skills and reflect on their implementation in the workplace.

Initially, some questions were raised about holding training exclusively for women. However, participants offered positive feedback after the training, such as "It was beneficial to have a training session exclusively for female employees," "The training provided more insights into the career paths for women within the company," and "It provided an opportunity for self-reflection on my own career."

Going forward, in addition to this training, we plan to continue exploring various other approaches to address gender bias.