Diversity & Inclusion

Through the promotion of reforms in the way we work, we are focusing on creating a workplace environment in which a diverse workforce, including women, can thrive.

On March 24, 2021, we were certified by the Minister of Health, Labour and Welfare as an excellent company for promoting women’s participation in the workforce under the Act on the Promotion of Women’s Participation and Advancement in the Workplace and we received the highest “L-boshi” certification at level 3.

We conduct Women's Career Design Training to help female employees accurately understand their current situation and proactively think about and shape their careers.

We conduct Diversity Management Study Sessions to equip supervisors with the skills to coach and support the career development of their team members.

Since 2008, the Company has maintained a 100% return-to-work rate after parental leave, and the number of male employees taking parental leave has been increasing.
However, the challenges of balancing work and childcare often become apparent only after returning to work.
Since 2018, our employees can utilize shortened working hours until the child is 12 years old compared to the previous age limit of 3, making it easier for employees to balance childcare and work.
Additionally, more female employees with childcare responsibilities are being promoted to management positions.

AI-OCR Data Entry Work

We perform data entry using AI-OCR technology under contract from our clients.
We ensure proper management of received data and conduct verification and input operations accurately. We create manuals for each client to maintain quality and carefully follow business rules. In order to live up to the trust of our customers, we work toward both accuracy and speed in our operations.

• Handwritten order form data entry
• Handwritten customer survey data entry
• Cross-checking between original and imported data
• Administrative processing

Invoice processing

We centralize the processing of invoices that we pay to our clients.
We process over 300 invoices per month, handling transactions exceeding 100 million yen. There is no room for error in processing invoices. We always have two people double-checking the work and work carefully.

• Communication costs (landline, network)
• Communication expenses (mobile terminals)
• Rental PC usage fees
• Location rent, cleaning fees, and utilities
• Travel expenses
• Purchase-related invoices

Main telephone line answering service

The company main telephone line at the head office, the dedicated inquiry line for retirees who worked at our nationwide locations, and internal phone answering services—such as when the person in charge is unavailable—are handled by visually impaired and other employees with disabilities.

As the telephone answering service for Bewith which operates a contact center, we are committed to delivering high-quality responses that reflect Bewith's service standards.

Each month, the team sets both group and individual goals to work toward. The team collaborates to help each member achieve their goals, with the team leader providing support.

Everyone has a role, and everyone is the main character.

In addition to daily operations, members are entrusted with process improvement operations such as creating manuals, training new team members, and reviewing procedures.

When hiring team members, the team leader, who is a person with disabilities, participates in the selection process.
We believe that people with disabilities are best suited to creating an accessible and comfortable work environment for people with disabilities.

There are hiring criteria, but the key factor is the workplace visit after the interview, where the team leader decides whether they would like to work with the candidate.

All employees with disabilities are engaged in the Company’s core business.

Rather than hiring people with disabilities merely to meet the legally mandated employment rate and assigning them to unrelated operations, we focus on a “right person for the right job” approach, selecting employees based on their individual strengths and providing tailored training.

The workplace retention rate of our members with disabilities after one year is approximately 90%. This is approximately double the national retention rate.
To accommodate each member's disability status, work hours and departure times are carefully adjusted in 30-minute increments, with a minimum of four days per week and five hours per day, contributing to a high retention rate.

Such coordination requires significant effort, but by establishing a system where team leaders with disabilities actively support their team members, a comfortable working environment is maintained.