D&I
Basic Approach
At CARTA, we promote diversity and inclusion (D&I). One of the values embedded in the guiding principles at CARTA is strength in diversity, which is embodied in the code of conduct for our employees. Diverse human resources with diverse capabilities are the source of our business growth and competitiveness. Promoting D&I is positioned as an important management strategy. We promote an organizational culture and environment where each individual can work in a manner that is healthy and happy and perform to their full potential regardless of nationality, disability, gender, sexual orientation, gender identity, gender expression, origin, ideology, religion, age or other attributes.
Empowering female employees
Empowering female employees
At CARTA, female employees account for 43% of all employees and 16.6% of all managerial posts.(As of December 2024)
Regardless of gender or occupation, diverse human resources perform to their full potential, working to achieve continuous business growth.
Employee roundtable talk with outside directors
We organize occasional employee roundtable talks as part of efforts to create a community of female employees.
Leadership coaching
We provide coaching to train employees to demonstrate individual leadership styles by leveraging their strengths.
Support for online gynecological consultation, low-dose contraceptive pills, and Chinese medicine
As part of our welfare program for employees, we have introduced a system for online consultations, low-dose contraceptive pills, and Chinese medicine option to support women’s health issues.
Achievement (December 2024)
- Ratio of women in managerial posts (section manager)
- 17.8%
Support for Balancing Work and Childcare
At CARTA, we have a system for subsidizing the cost of babysitting, training for employees returning to work after childcare leave, and other systems in place to support the varied working styles of our diverse employees.
Babysitter subsidy
We have introduced the Dentsu Group babysitter system and the babysitter discount coupons issued by the Cabinet to support employees raising children.
Appointing staff members to promote childcare leave
To encourage male employees to take parental leave, we have appointed staff members to share their experience of childcare leave.
Collaboration during childcare leave (Harmony)
We provide information to employees on maternity leave to dispel any concerns about returning to the workplace and to facilitate the return to work.(Group emails and individual messages)
Training for staff returning to work
We conduct seminars for employees returning to work after childcare leave where we provide them with the opportunity to consider their career in the medium to long term as well as tips on how to overcome challenges.
Achievement (2024)
- Ratio of childcare leave taken (Males)
- 82.8%
- Ratio of childcare leave taken (Females)
- 121.7%
Employing people with disabilities
At CARTA, employees with disabilities work in a variety of fields regardless of the type of disability. We are committed to reasonable accommodation to support employee retention and we provide workplace support aimed at stable employment.
In-house employment
At CARTA HOLDINGS and group companies, people with disabilities work in career-track positions or engineer positions (full-time employees), or as specialists or clerical staff (contract employees). Career recruitment is based on our personnel plans.
External employment
Staff members grow, process and ship vegetables and herbs supported by supervisors at agricultural facilities employing people with disabilities. We operate three facilities in Ichihara City in Chiba Prefecture, Hanno City in Saitama Prefecture, and Yokohama City in Kanagawa Prefecture. The produce is used as an employee benefit.
Support system
We have set up an in-house consultation service staffed by career counselors for people with disabilities. The service provides support, consultation services, and retention support to employees with disabilities and to workplaces employing people with disabilities. In February 2022, we also set up a dedicated consultation service at CARTA where employees may approach us for consultations and where we regularly conduct one-to-one interviews.
In cooperation with community supporters, local government, operating companies, and family members, we assist staff members employed at agricultural facilities with planning support, retention support, and employment support.
Achievement (2024)
- Employees with disabilities
- 2.40%
LGBTQ＋
At CARTA, we strive to create a workplace environment where everyone can work and be themselves regardless of individual sexual orientation, gender identity, or gender expression. Our initiatives include LGBTQ+ training, internal and external consultation services, and revised regulations to recognize the partnership system.
Partnership system
In addition to legally married partners, the definition of a spouse in the company regulations includes common-law partners and same-sex partners. This entitles individuals to congratulatory or condolence leave or payment, childbirth leave and allowance, family nursing care leave, and other benefits.
In-house consultation service
The in-house service is open to all individuals employed at the company for consultations on sexuality. The service is exclusively operated by HR staff who have had specialist training. All consultations are strictly confidential and individual privacy is protected. The service is welcoming and easily accessible. Consultations range widely from the personnel system, the workplace environment to special considerations in the workplace.
External consultation service
This consultation service is operated by external specialists. As a first step, the consultation service accepts emails around the clock. The purpose of the service is to prevent anxieties and concerns that tend to go unnoticed from becoming more serious. The external consultation service is fully committed to protecting individual privacy. No identifiable personal information will be shared without the consent of the individual concerned. We have set up the consultation service to enhance the psychological safety of employees consulting the service.
Endorsing Business for Marriage Equality
The Dentsu Group endorses Business for Marriage Equality, a campaign promoting marriage equality (same-sex marriage legalization) in Japan.
Endorsing Business Support for LGBT Equality in Japan
We endorse Business Support for LGBT Equality in Japan. The declaration is based on EqualityActJapan, a signature campaign with international support, which aims to enact laws to prohibit discrimination on grounds of sexual orientation and gender identity in Japan, and to create an inclusive society and workplace where everyone is treated equally.
Senior employees
At a time when many people live to be 100, senior employees remain active in the workplace thanks to the re-employment system that allows employees to remain in the workplace after reaching the retirement age at 60.
Achievement (2024)
- People aged 60 and over in employment
- 6people
Promotion Structure
