Society

KPIs in Materiality (priority issues)

Initiatives of Each Group Company

Providing employment support for non-Japanese residents

Specialized support by HR and labor-management

In order to contribute to resolving the social issue of Japan’s shrinking labor force, the Group has set a target of expanding the number of non-Japanese residents to which it provides employment support to 300,000 by FY2024, and 500,000 by FY2030. The impact of COVID-19 is continuing to cause difficulties for those attempting to visit Japan, but we predict that the number will rise over the medium- and long- term due to the contraction of Japan’s workforce, so we are actively expanding businesses related to the Technical Intern Training Program and the Specified Skilled Worker System. In particular, Group company BREXA CrossBorder engages through specialized HR and labor- management support in various administrative tasks for host companies that arise as a result of accepting technical intern trainees. This includes hiring, labor, welfare, and health and safety, and ORJ also provides support for life in Japan, such as by performing proxy applications for official documents, and providing call centers for advice. BREXA CrossBorder is broadening its services to cover not only technical intern trainees but also non-Japanese residents. Going forward, the Group will continue to work on initiatives to resolve the problem of Japan’s shrinking workforce, centered on BREXA CrossBorder.
With BREXA CrossBorder, we will continue to work to solve the social problem of Japan's dwindling workforce.

[Spotlight] Promoting SDGs among non-Japanese residents

BREXA CrossBorder is promoting the awareness of SDGs to non-Japanese residents. Based on an SDG awareness survey, BREXA CrossBorder will hold training that covers the fundamentals and activities of SDGs to achieve the KPIs that have been set up to 2030. A multinational team in charge of SDGs will be placed at each business site and SDG awareness will be conducted using materials written in various languages and hiragana-based Japanese.

Changing career to become specialists

The Group, spearheaded by BREXA Technology Inc., is developing six engineering- related core businesses of the Domestic Engineering Outsourcing Business (machinery, electrical, network, construction, programming, and chemicals), and interpersonal skills training programs for employees and general students. In addition, the Group is constructing programs necessary to promote the development of such individuals so they can play an active role in society as engineers. Due in part to the recent impact of COVID-19, the shift of the existing curriculum online is proceeding rapidly. We are adopting “online live lectures” that aim to provide a level of educational quality equivalent to that of attending school in person, and providing an environment in which actual classroom PCs can be used remotely. In the future, in addition to IT technical skills, we will focus on education-related to “Advanced Technology (DX),” “High-Level Business Skills,” and “Unique Method Rooted in Each Industrial Field.” In this way we aim to develop high value-added middle-end and high-end human resources that have the practical digital literacy skills required in the post-COVID-19 “new normal.”

AVANCE CORPORATION

Regional revitalization and realization of comfortable living and work environments for non-Japanese residents

The AVANCE Group has built a network for persons of Japanese descent, mostly from Brazil, for invitation to and employment in Japan and not only offers human resources to workplaces across Japan but also encourages the non-Japanese residents to engage socially with the community and contributes to regional revitalization. In 2017, AVANCE opened the “Shimane Multicultural Community Support Center” in Izumo City, Shimane Prefecture, and since then, it has also opened nursery schools in Izumo City, Shimane Prefecture, and Ichinomiya City, Aichi Prefecture, enabling persons of Japanese descent to live safely and securely with their families and creating a motivating workplace environment.

Nursery School Business

The impetus for the launch of AVANCE’s nursery school business came from a desire to make children a more familiar part of daily life by locating a nursery school close to the workplace. Because the Izumo and Nakamachi Nursery Schools that it operates are company-orientated nursery schools, their opening hours are long, which is a point rated very highly by busy working people that make use of the facilities. In addition, the “Waku-Waku Children’s Club,” which provides child-minding for elementary and junior high-school students, actively accepts both Japanese children and children with a foreign background. Going forward, AVANCE will continue to work to help create environments under which working parents can comfortably manage both childcare and work, and that foreign nationals can use with a feeling of safety.
We will continue to help create an environment where parents with children can comfortably raise their children while working and where foreign nationals can feel at ease.

AVANCE TALENT ACADEMY for talent management

As a new initiative aimed at employee education, AVANCE started the AVANCE TALENT ACADEMY for talent management. This program is aimed mainly at Brazilians of Japanese descent, and expected to lead to greater understanding of the workplace culture and to further skills development. Through this initiative, AVANCE is working to improve corporate value by strategically developing human resources, conducting proper assessments, and allocating them appropriately. (Began in August 2021)

A new initiative:AVANCE TALENT ACADEMY for talent management

CPL RESOURCES LIMITED

Diversity & Inclusion

Diversity refers to recognizing both seen difference and unseen difference, and it is important to cooperate with customers, candidates and the community to create an inclusive environment.
CPL has made “Diversity & Inclusion (D&I)” one of its business foundations, and it respects and accepts diversity amongst employees, the local society, and the marketplace. CPL implements initiatives to create a sense of belonging in the company regardless of age, gender, ethnicity, or sexual orientation by actively promoting inclusive leadership and equality in the workplace.
Moreover, CPL partnered with the Irish Center for Diversity (ICFD), which supports companies’ D&I initiatives and offers strategies for continual improvement.

Six frameworks for D&I

At CPL, six pillars for D&I have been established, and CPL conducts various programs to support these pillars. The following provides an overview of some of those initiatives.

External recognition as a company of choice

Recipient of Silver and Bronze Investors in Diversity Awards

CPL received Bronze (2020) and Silver (2021) in the “Investors in Diversity,” which provides benchmarks for D&I initiatives for companies in Ireland. Through such certification, CPL can measure and verify the maturity level of Equality, Diversity, and Inclusion (EDI).
To achieve the Bronze certification, a company must show they have introduced an appropriate D&I policy, effectively promoted awareness among employees, and implemented training for leaders. For the Silver certification process, a company measures the sense of fairness and belonging from the employee’s perspective by having all employees undertake an EDI awareness survey.
Going forward, CPL will continue to carry out initiatives to raise awareness among employees regarding the issues that society faces.

Awarded Best Workplaces for Women recognition three years in a row

CPL has gained Best Workplaces for Women recognition over the three consecutive years since 2019 given its commitment to shaping and maintaining a positive corporate culture.
Best Workplaces for Women recognition is awarded to companies that treat their female employees equitably in terms of salaries, awards programs, training, promotion opportunities, and other such aspects of employment. Going forward, we will persist in creating workplaces where women are able to work comfortably particularly drawing on the example of CPL, which has been selected as an employer that empowers women.

RED Appointments

Employment support for indigenous people and others with emphasis on diversity

RED Appointments acts as an agent taking diversity of the Australian population into account. Given that it serves clients who need talent equipped with diverse backgrounds, experience and perspectives, RED Appointments accordingly focuses on actively supporting candidates who may face obstacles when searching for jobs, particularly the following people.

RED Appointments is also focusing its efforts on increasing its ratio of female candidates given the tendency for a traditionally high ratio of male candidates.
Going forward, it will continue to engage in employment activities that give rise to the maximum number of job opportunities for all people of Australia.

BREXA Next