Social Initiatives
Approaches and Policies
Highlighting our purpose of “unleashing human potential and future possibilities by pursuing our aspirations for the future,” CARTA is developing a range of business activities to realize its Evolution Factory mission.
People are at the center of the Evolution Factory.
By developing human resources and respecting diversity, we provide an environment where everyone can perform to their full potential, and we build the foundation for growing the business.
In a spirit of co-creation, we aim to realize a sustainable society by cooperating with various stakeholders and promoting business activities aimed at resolving social issues.
Initiatives
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D&I
We have created and promoted an organizational culture and environment where each individual can work in a manner that is healthy and happy and perform to their full potential.
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Human resources development
Aiming to secure and develop human resources with a strong sense of ownership who will explore unknown areas, we are working on building diverse training systems and developing human resources.
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Respect for human rights
We strive to create a working environment where employees and everyone else involved in the business activities can work with dignity and without being subject to discrimination.
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Healthier digital advertising
We strive for ethical media and advertising activities, aiming for an environment that is safe and secure for all stakeholders to use.
Data
| Data Items | 2022 | 2023 | 2024 | |
|---|---|---|---|---|
| Regular employees (consolidated) | Total (persons) | 1,344 | 1,378 | 1,269 |
| Male (persons, %) | 743(55.3) | 757(54.9) | 718(56.6) | |
| Female (persons, %) | 601(44.7) | 621(45.1) | 551(43.4) | |
| Non-regular employees (consolidated) | Total (persons) | 171 | 175 | 185 |
| Contract employees and temporary employees | 32 | 46 | 54 | |
| Part-time employees (persons) | 139 | 129 | 131 | |
| Employees by business area (consolidated) | Total (persons) | 1,234 | 1,284 | 1,203 |
| Digital marketing business | 1,039 | 1,107 | 1,003 | |
| Internet-related services business | 195 | 177 | 200 | |
| Employees by age group (consolidated) | Total (persons) | 1,344 | 1,378 | 1,269 |
| 20s | 448 | 457 | 401 | |
| 30s | 590 | 574 | 563 | |
| 40s | 249 | 281 | 261 | |
| 50s | 57 | 65 | 44 | |
| 60s and older | 0 | 1 | 0 | |
| Average age (consolidated) | Total | 34.3 | 34.5 | 34.2 |
| Male | 34.4 | 34.7 | 35.6 | |
| Female | 34.1 | 34.3 | 33.8 | |
| Average annual salary | Regular employees (yen) | 7,797,527 | 6,577,900 | 6,670,929 |
| Male | 8,660,057 | 7,340,290 | 7,398,220 | |
| Female | 6,634,162 | 5,567,185 | 5,671,392 | |
| Non-regular employees (yen) | 2,419,042 | 2,327,968 | 2,205,920 | |
| Male | 2,489,150 | 2,558,242 | 2,390,549 | |
| Female | 2,385,792 | 2,160,601 | 2,064,220 | |
| Wage gap between male and female employees | Regular employees (%) | 76.61 | 75.80 | 76.70 |
| Non-regular employees (%) | 95.85 | 84.50 | 86.30 | |
| Ratio of females among higher-grade employees | Grand total (persons) | 422 | 440 | 390 |
| Female (persons, %) | 115(27.3) | 127(28.9) | 111(28.4) | |
| Ratio of females in managerial posts (section manager and higher) | Grand total (persons) | 164 | 195 | 185 |
| Female (persons, %) | 27(16.5) | 43(22.0) | 33(17.8) | |
| Number of recruits | Total (persons) | 191 | 158 | 118 |
| Mid-career | 162 | 85 | 64 | |
| – Male | 95 | 55 | 42 | |
| – Female | 67 | 30 | 22 | |
| New graduates | 29 | 73 | 54 | |
| – Male | 24 | 43 | 34 | |
| – Female | 5 | 30 | 20 | |
| Employees taking childcare leave and percentage returning to work after leave | Male | 12 | 31 | 24 |
| Males returning to work (%) | 100 | 100 | 100 | |
| Female | 52 | 30 | 28 | |
| Females returning to work (%) | 100 | 96.97 | 94.87 | |
| Ratio of employees taking childcare leave | Male (%) | 57.14 | 67.39 | 82.76 |
| Female (%) | 123.81 | 83.33 | 121.74 | |
| Average number of days of childcare leave for males | (Days) | 19.31 | 33.44 | 28.16 |
| Ratio of employees with disabilities | （％） | 2.40 | 2.20 | 2.40 |
| Re-employed senior employees | (Persons) | 3 | 5 | 2 |
| People aged 60 and over in employment | (Persons) | 7 | 9 | 6 |
| Number of non-Japanese staff members | (Persons) | 38 | 40 | 46 |
| eNPS | – | -33.08 | -48.13 | -33.96 |
* Total numbers as December 31.
* Number of employees includes employees assigned to consolidated group subsidiaries and to non-group companies. Incoming assignees are not included.
* (Consolidated) refers to employees directly employed by CARTA HD and employees directly employed by consolidated subsidiaries.
* Where an item is not marked (consolidated), it refers to employees directly employed by CARTA HD only. Employees assigned to consolidated group subsidiaries and to non-group companies are included.
* Higher-grade employee refers to human resources in managerial posts or those with job descriptions and expertise equal to managerial posts, or human resources in responsible posts.
* The Employee Net Promoter Score (eNPS) is a metric that measures readiness to recommend a workplace. The score is based on a questionnaire sent to employees in the group company asking “How likely are you to recommend your workplace to acquaintances and friends?” The higher the score, the more people recommend the workplace. We conduct the survey twice a year in February and August. The figures here refer to data collected in August. The average value for a corporation is between -50.0 and -55.0.
Promotion Structure
