Creating an Environment where Diverse Human Resources Can Demonstrate Their Strengths

We aim to create an organization with the flexibility and multifaceted perspectives needed to respond to rapidly changing business environment, where human resources with diverse experiences and values inspire each other. We respect individual differences in culture, nationality, race, ethnicity, language, religion, values, age, gender, gender identity, sexual orientation, disability, career background, and work style, and are committed to creating an environment where people with diverse backgrounds can make the most of their individual strengths.

In addition, we develop various systems and work environments that enable diverse human resources to make full use of their abilities and play an active role as their life stages and conditions change. 

Furthermore, based on the concept of "Orchestration" set out in our Human Resources Strategic Vision, we aim to enhance corporate value sustainably by building an organization where diverse human resources can connect, learn from each other, and grow. 

We continue to promote the advancement of women in the workplace as one of our key measures for enhancing diversity. We have set a target of increasing the combined ratio of female managers and female advanced specialists in system engineering and sales positions to 9.0% or higher by the fiscal year ending June 2027. To achieve this target, we are working to expand opportunities for female talent to play active roles through career-building support, the development of manager candidates, and the provision of mentoring opportunities. 

We conduct regular one-on-one sessions at least once a month to support the career development of our female employees and strengthen their leadership skills.In addition to acquiring job-specific knowledge, the program is designed to foster management skills and initiative, with guidance tailored to each individual's circumstances.Furthermore, we hold quarterly internal information sharing sessions to track development progress; by visualizing achievements and challenges, we drive continuous improvement and strengthen our development framework.

Intelligent Wave has established the Intelligent Women's Wave (IWW), a community of female employees. IWW works on creating an environment that enables women to continue working for longer periods. Specifically, it provides a one-on-one mentoring system where employees can receive advice on career and life plans, opportunities for female employees to come together for group dialogue, and regular dissemination of information through our intranet.

We organize opportunities for employees (both male and female) on childcare leave to get together online. In order for them to gain a more concrete image of what returning to work will look like, we provide information on changes in the workplace environment and respond to questions about anxieties and uncertainties concerning their return. By offering advice from employees who have previously taken childcare leave, we provide support to ensure they are comfortable returning to the workplace.

We help employees balance work and family life, and are working on creating a working environment where employees can feel comfortable and remain working with us for longer.
The percentage of employees taking childcare leave was 100% for both males and females for the fiscal year ended June 2025.

We promote "Orchestration," in which diverse human resources create value by leveraging each other's strengths, through communication over organizations, job types, and generations. 
By deepening mutual understanding and cooperation among employees, we are working to strengthen our sense of unity and build an organization that generates new ideas and takes on new challenges.

We have been publishing "DIVERSITY WAVE," a web company newsletter, every month to introduce the rich personalities of our employees and promote diversity. DIVERSITY WAVE covers various topics in every issue, from employee content, such as the introduction of employees and divisions, to features covering corporate issues, including event reports and health and productivity management. These initiatives are playing a significant role for in-house information sharing and stimulating communication between employees.

We plan and implement a number of initiatives to promote communication among employees who do not have regular contact with each other, such as luncheons, Fika (tea parties) and in-house social media.
Circle activities such as baseball, tennis, photograph, and tech community also provide opportunities for employees across divisions and positions to interact.