Resource Strategy - Human Capital

Message from the Chief People Officer (CPO)

Our mission is to create an environment where all of our employees have the opportunity to challenge themselves based on their own intrinsic motivation, create value and ultimately help to realize our Corporate Philosophy.
To reach these goals, we focus on recruiting talented individuals who identify with our values and possess a diverse range of experiences. We support our employees in their efforts from both the individual and organizational perspectives and are working toward maximizing their achievements.

Managing Officer
CPO（Chief People Officer）
General Manager of Human Resources Department HADA Yukihiro

Stance on Human Capital

As expressed in our Corporate Philosophy, we aim to create a society where everyone can attain comfort and happiness through our businesses. In order to reach this goal, we believe it is necessary to develop a diverse range of businesses which focus on finding solutions to social issues. In addition, we also believe that nurturing a diverse array of businesses and generating profits to them will allow us to, then, invest those profits into further business creation. This will create a positive cycle through which we will realize our Corporate Philosophy. Human Capital is one of the key areas (human capital, intellectual capital, social capital and financial capital) where we need to make investments to create this positive cycle.

Six Pillars of our Human Resources Strategy

At LIFULL, intrinsically motivated challenges that our employees take on make up the core of our Human Resources Strategy, and we believe they are crucial to realizing our Corporate Philosophy. The following are the six core topics of our Human Resources Strategy.

Visit the other sections of our website for more details on the following topics:

Indicators and Results

Indicators and Targets of our Human Resources Strategy

Indicator(s)	FY2021/9 Results	FY2022/9 Results	FY2023/9 Results
Number of business initiatives addressing social issues	ー	ー	24
Profit Before Distribution	¥9,167 mil.	¥7,446 mil.	¥9,746 mil.

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※We refer to our stakeholders (cosumers, clients, employees, business partners, shareholders, society and the global environment) as Shachu (company) or in a broader sense, part of the company. We treat profit before distribution within the company is an indicator of our contribution of society as a whole and one of the essential results of our businesses. We define this figure as gross profit minus business costs. In other words, this is the profit we produce before personnel costs, outsourcing and other costs incurred through our various stakeholders.

Corporate Philosophy & Culture

At LIFULL, we define ourselves as a group of individuals working together to achieve our Corporate Philosophy. As a result, we strive to maintain a high level of motivation among all of our employees for making this philosophy a reality. LIFULL is a social enterprise committed to addressing social issues through our businesses while also making continuous improvements to our corporate value.

Indicator	Target	Results for FY 2023/9
Employees who responded "I want to contribute to the Corporate Philosophy of the Company" 1	100％	81％
Hours spent by management sharing our Corporate Philosophy (Annual)	―	126 hours
Evaluation of the embodiment of the Corporate Philosophy by Management 2	100％	87.4％

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1 Ratio of employees who responded with agreement of 4 or 5 on a scale of 5 to "I want to contribute to the Corporate Philosophy of the Company."
2 Based on a questionnaire for all emplpyees of LIFULL Co., Ltd. on how well the management of the LIFULL Group embody the Corporate Philosophy. This questionnaire contains questions such as: "Does management always refer to the Corporate Philosophy in their words?", "Does management set strategies in accordance with the Coprorate Philosophy and explain them clearly?" and "Does management appoint leaders based on their desire to realize the Corporate Philosophy?" etc.

Investing in Individuals

Intrinsic motivation is at the core of our Human Resources Strategy. We believe that allowing people to follow their own interests leads to more passion toward producing results, self-motivated learning and, therefore, overall growth. For this reason, we create opportunities for intrinsically motivated challenges.

Indicator	Target	Results at the End of FY 2023/9
Requests for Department Changes Granted (Career Selection)	―	62％
Individuals with Leadership Experience	―	27ppl.
New Businesses Approved	―	1

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We also believe that promoting well-being throughout the Company leads to improved productivity with our employees intrinsically motivated to take on new challenges and, as a result, also contributes to sustainable growth and improved corporate value.

Key Issue	Indictor	Target	Results at the End of FY 2023/9
Well-being	Number of Employees Receiving a Physical Health Check	100％	100％
	% of Employees Receiving a Stress Check	―	94.3％
	Total Score of the Organizational Survey	―	3.8 points of 5 points

Investing in Teams

We have identified "Improvement of Productivity" as one of our key organizational issues and are taking the following steps to make improvements.

Indicator	Target	Results as of FY 2023/9
Profit Before Distribution per Capita	-	12.0 mil.

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In order for all of our employees with different backgrounds to work on their own intrinsic motivation, we are helping to build teams that welcome the differences of others and assist each other in reaching their own full potential.

Key Issue	Indicator		Target	Results as of FY 2023/9
Teams which Welcome Differences	Positive ratings in the Inclusion Survey*		100％	78％
	% of Female Employees		―	37.5％
	% of Females in Management Positions/td>		―	19.2％
	% of Male Employees Taking Paternity Leave		―	62.5％
	Gender Wage Gap		―	1.4mil.
	Career Design**	Male: Management Positions	―	43％
		Female: Management Positions	―	19％
		Male: Specialist Positions	―	38％
		Female: Specialist Positions	―	30％
	% of Mid-Career Hires		―	73％
	% of Disabled or Employees with Special Needs		―	3.04％

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*Evaluated on a 5-point scale on whether LIFULL is providing an environment where anyone can reach their full potential at work.; Total employees who respond "4: fairly possible" and "5:absolutely possible"
**The percentage of respondents who answered "yes" to the question "Do you aspire to become a manager (or specialist) in your future career at LIFULL?"