Expanding opportunities for diverse talent and realizing “No People, No Gain” — broadening possibilities for every person.
The Adways Group places great importance on "believing in people’s potential and being a company filled with
work that makes people want to say 'I want to take on that challenge!’" We also strive to provide work where
employees can feel themselves growing every day — a company filled with valuable work that they can proudly
share with their families. Our goal is to create an environment where values and individuality are respected,
where systems allow each person to work in a way that fits their lifestyle and life stage, and where diverse
talent can thrive and take on challenges.
With "expanding possibilities for every person and providing opportunities for growth" as our foundation, we
are working to enhance our HR systems and talent development programs, and to improve the working environment.
Enriching Work-Life Balance and Fostering Diverse Career Development
The Adways Group values “No People, No Gain” — expanding possibilities for every person and providing opportunities for growth. We aspire to create an environment for our employees where they can feel themselves growing and are surrounded by meaningful, valuable work.
As part of our initiatives to maintain and improve employee health, we have established comprehensive health checkups and medical examinations. We foster systems that allow each employee to work in a way that fits their lifestyle and life stage, and cultivate an environment and culture where diverse talent can thrive and take on challenges. Through proprietary programs aimed at improving productivity, we develop talent capable of driving operational efficiency improvements and creating new products and value.
By believing in people’s potential and advancing initiatives that contribute to the growth of diverse talent, we aim to achieve corporate growth and enhance corporate value.
Evaluation Metrics
Employee engagement survey (improvement/increase in engagement score compared to the previous fiscal year)
Promotion of health management
Improvement of productivity
Related Links
Diversity & Inclusion
We believe that improving innovation and creativity within a company is only possible through the active contribution of diverse talent.
In addition to focusing on building systems and environments where women can work comfortably and actively, and on improving the rate and duration of Male parental leave, we have expanded systems that respect each employee’s values and individuality and enable them to work in a way that fits their lifestyle and life stage — including the "Adways Marriage Registration (Same-Sex Partnership Certification System)," which defines "spouse" in our internal regulations to include same-sex and common-law partners. We are also working to cultivate a culture of respect for diversity.
We believe that improving innovation and creativity within a company is only possible through the active contribution of diverse talent.
In addition to focusing on building systems and environments where women can work comfortably and actively, and on improving the rate and duration of paternity leave, we have expanded systems that respect each employee’s values and individuality and enable them to work in a way that fits their lifestyle and life stage — including the "Adways Marriage Registration (Same-Sex Partnership Certification System)," which defines "spouse" in our internal regulations to include same-sex and common-law partners. We are also working to cultivate a culture of respect for diversity.
Evaluation Metrics
Employee engagement survey (improvement/increase in engagement score compared to the previous fiscal year)
Ratio of women in managerial positions (targeting parity with the overall employee gender ratio)
Key Achievements
Female employee ratio: 43%; female managerial ratio ※1: 21% (as of December 31, 2025 / Group)
Male parental leave utilization rate ※ 2: 81.8%; average number of days of male parental leave taken: 36 days (as of December 31, 2025 / standalone)
Gender pay gap ※ 1 ※ 3: 73.4% (as of December 31, 2025 / standalone)
1Calculated in accordance with the provisions of the "Act on Promotion of Women’s Participation and Advancement in the Workplace" (Act No. 64 of 2015).
2Calculated in accordance with the provisions of the "Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave" (Act No. 76 of 1991), specifically the utilization rate of childcare leave, etc., as set forth in Article 71-4, Item 1 of the "Ordinance for Enforcement of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave" (Ministry of Labor Ordinance No. 25 of 1991).
3The number of employees has been converted and calculated based on working hours.