JP
Human Resources
Undertaking Business with Respect to Employees While Enabling Them to Succeed
The source of competitiveness of NTT DOCOMO BUSINESS is the power of its people. Employees drive the operations of the Company as partners who grow with it as they pursue their own happiness and personal development.
Management that draws strength from diversity has recently been gaining attention around the world. In this context, the NTT DOCOMO BUSINESS Group aspires to grow with its employees by implementing advanced initiatives for human resource development to ensure their well-being.
By emphasizing actions for turning diversity into a competitive edge, we have taken on the challenges of multifaceted programs that promote human resource development and workstyle reform as well as the expansion of diverse forms of employment. We want to develop a sustainable society by actively applying the knowledge and skills accumulated in the course of our efforts as our contribution to society.
◆ Priority Activities
Human Capital
People are the driving force for creating value in the world and realizing a sustainable society. Here we introduce the NTT DOCOMO BUSINESS Group’s stance and initiatives on human capital.
Governance
To create businesses with mid- to long-term competitive Risk Management advantages for sustainable business growth and enhanced corporate value, it is essential to formulate and implement integrated strategies and investments as the source of competitiveness. We established the Human Resource Strategy Committee from this perspective to discuss, examine, and promote the formulation and execution of human resource strategies and development policies linked to our management strategies. Through the committee, we have developed a management governance structure that includes the formulation of mid- to long-term strategies and implementation management based on KPIs under major HR management themes, such as human resource portfolio management, strategic allocation of human resources for strengthening businesses, and resource management policies based on labor productivity indicators.
The committee also collaborates and deliberates with the Sustainability Management Committee on key human resource issues and periodically reports to the Board of Directors.
◆ Overview of Human Resource Strategy Committee
◆ Sustainable Growth Cycle
Risk Management
We have established the Risk Management Rules to achieve sustainable corporate growth by anticipating and preventing the occurrence of potential risks that exist in and around our business and by minimizing any loss in the event they materialize. Risk management is conducted by the Business Risk Management Committee, chaired by the senior executive president, and we consider human risk as a Companywide concern. With regard to human resources, we assume the following as major risk items and examine the scenarios and the scope of impact while also establishing monitoring methods to conduct periodic risk management.
Geopolitical risk
・Rise in political, social, and military tensions in certain geographic locations makes it difficult to ensure the employee safety
Resilience-related risk associated with natural disasters
・Natural disasters such as typhoons, floods, earthquakes, and volcanic eruptions result in employee casualties
Pandemic risk
・Outbreak of an infectious disease pandemic results in employees becoming infected
Risk related to response to human rights issues
・Incidents of harassment and inappropriate corporate response
・Deterioration of a working environment and reputational risk caused by discriminatory comments or behavior based on gender, disabilities, or being insensitive to issues of religion and race
Risk related to corporate governance
・Insufficient control over Group companies and lack of coordination
Risk related to human resources (recruitment, training, and workstyles)
・Inability to recruit and train necessary human resources
・Decline in employee motivation leading to resignations
・Increased dissatisfaction related to promotions, transfers, evaluations, and growth opportunities
・Stagnation of personnel assignments, aging workforce, and increase in retirements
・Outdated programs for human resource development
・Occurrence of mental and physical illness among employees
Conduct risk to stakeholders
・Unreasonable treatment or refusal to hire or promote minority employees due to failure to recognize value of diversity
・Concentration of workload on specific employees and lack of improvement in work efficiency resulting in long working hours and accumulated physical and mental stress as well as a delay in understanding the situation and inappropriate corporate response due to insufficient communication with relevant employees
We will ensure employee safety and security, boost motivation, and encourage personal growth by steadily addressing these risks, led by risk managers.
Strategy
To achieve our business vision, we are striving in various ways to fulfill the intrinsic motivation we all possess naturally and to help each employee achieve self-fulfillment and personal growth by maximizing their abilities.
Indicators and Targets
In accordance with our Sustainability Policy, we implement human resource management by establishing priority activities and related KPIs for each of our priority activities in the Priority Area of “human resources”: development of human resources; promotion of diversity, equity, and inclusion; and respect for human rights.
◆ Priority Activities
Development of Human Resources
Our Approach
Under our basic policy of creating a virtuous cycle of mutual growth for both employees and the business, we are implementing a range of human resource development initiatives, including the ODYSSEY human resource development program, based on the perspective of achieving growth for both employees and the business. In terms of employee growth, we support them so that they experience job satisfaction and forward momentum, and engage with them to cultivate a mindset of taking on challenges and demonstrating initiative, which is essential in today’s unpredictable VUCA era, while advancing their overall well-being.
For the growth of our business, we are developing highly skilled human resources in priority areas and implementing Groupwide efforts to enhance DX capabilities that are required in many business domains. In addition, to strengthen the bilateral benefits of these efforts, we create mechanisms for employees to channel their aspirations for growth into the business.
◆ Mutual Growth Cycle for Employees and the Business
Based on the Three Concepts: Talent, Open, and Active, ODYSSEY provides options and information that enable individuals to find their path to self-fulfillment. The Three Concepts signify introducing talent as a common indicator, fostering an open corporate culture, and establishing environments where employees can make their own choices and take action, thereby indicating the direction of growth for employees. We also promote measures that emphasize both the development of personnel capable of driving DX and the enhancement of expertise. We have put into place initiatives that enable employees to strengthen skills necessary for them to contribute to the business. This includes allowing them to take advantage of the self-directed development opportunities the Company offers. We will continue to build sustainable, mutually beneficial relationships with our employees.
◆ Priority Activities
Promotion of Diversity, Equity, and Inclusion
Our Approach
Under our Promotion of Diversity Fundamental Policy, NTT DOCOMO BUSINESS is committed to creating workplaces and implementing hiring activities that allow personnel with diverse backgrounds to work to the best of their ability, regardless of gender, sexual orientation or sexual identity, age, race, nationality, or disability. To stimulate new innovation and respond to diversifying customer needs, as well as to help employees realize their well-being, we are creating working environments that encourage employees with different personalities and backgrounds to work together with mutual respect and maximize their strengths in their own way.
With the firm belief that promoting diversity is essential for the sustainable development of our business, we are promoting diversity, equity, and inclusion through our medium-term vision, which upholds goals such as creating working environments that make it easier for employees to design their life plans; fostering a corporate culture that encourages both men and women to take childcare leave; developing systems that enable employees to work with vigor, regardless of where they work, while boosting motivation and vitality; and thoroughly implementing occupational safety and health as well as employee health management.
To create more satisfying workplaces and help employees improve their “work-in-life” (work as an important part of life), our Work-Life Committee, comprised of management and employee representatives, serves as the core organization continually striving to implement a range of measures for realizing workstyles that are more efficient and productive while also ensuring that duties are carried out in an effective and thorough manner. In October 2020, we abolished core hours (10:00 A.M. to 3:00 P.M.) under the flextime system to ease working hour restrictions. In addition, we revised our remote work system in July 2022 to allow employees to live anywhere in Japan. In principle, transfers and assignments away from family have been eliminated, giving employees greater freedom in terms of where they live.
Looking ahead, we will promote the highly flexible, hybrid workstyle, in which employees autonomously combine face-to-face and remote communication according to the nature of their work and needs of the team.
◆ Promotion of Diversity Fundamental Policy
- ・Foster a corporate culture that leverages employee diversity to achieve targets stated in management strategies.
- ・Create an environment that enables employees to maximize their own individuality by mutually recognizing diverse values and leading the way in realizing employee well-being and addressing social issues.
◆ Diversity and Inclusion Initiatives
◆ Review of Remote Work System
◆ Priority Activities
Respect for Human Rights
Our Approach
To enrich corporate culture founded on respect for human rights, NTT DOCOMO BUSINESS has been promoting human rights education by establishing the Basic Policy on Human Rights Education.
Given the broad recognition of the importance of addressing human rights risks that arise across the value chain, companies have recently been subject to growing public demand for establishing human rights protection frameworks that are closely aligned with the nature of each business and addressing diverse human rights risks. There is also the risk that failure or any delays to properly address human rights issues may result in the loss of trust in the Company and its reputation in society, as well as the risk that it may ultimately lose business. In response, NTT DOCOMO BUSINESS has been working to ensure respect for human rights by establishing the Rules for Preventing Harassment under its Basic Policy on Human Rights Education. To raise human rights awareness, we also conduct training for all full-time and temporary employees, disclose case studies, publish messages from top management regarding human rights education, distribute e-mails to employees, and widely disseminate information on internal and external contact points for human rights. NTT DOCOMO BUSINESS also conducts human rights due diligence and other measures to address human rights risks in the value chain. By pursuing these proactive human rights education activities and promoting human rights due diligence initiatives to enhance human rights management, we intend to establish a corporate constitution that does not tolerate any form of discrimination, that creates bright and vibrant workplaces, and that realizes a value chain that respects human rights.
For more information on the Basic Policy on Human Rights Education, see:
Governance
Placing the utmost importance on human rights, we seek to establish a corporate constitution that does not tolerate any form of discrimination and is intended to establish bright and vibrant workplaces.
Specifically, we set up the Human Rights Education Promotion Committee, which reports on human rights enlightenment activities and considers measures for promoting human rights education. We have also implemented measures for preventing workplace harassment based on the Rules for Preventing Harassment, established in May 2020 and in accordance with the NTT Communications Group’s (current NTT DOCOMO BUSINESS Group’s) Basic Policy on Human Rights Education.
◆ NTT DOCOMO BUSINESS Group Framework for Promoting Human Rights Education
Risks and Opportunities
The occurrence of human rights violations, such as forced labor and child labor within the NTT DOCOMO Group or its supply chain, could damage the credibility and corporate image of the NTT Group as well as negatively affect business performance and financial position. To address this concern, our human rights due diligence initiatives, conducted with the NTT Group, involve direct dialogue with all suppliers requiring improvement requests and the disclosure of information on processes and results. We believe this will enhance our brand image as a company trusted by our stakeholders.
Risk Management
We strive to identify and prevent human rights risks by conducting human rights due diligence throughout the NTT Group. Of the risks identified, those considered particularly important are addressed by formulating and implementing appropriate countermeasures.
Indicators and Targets
The NTT DOCOMO BUSINESS Group has designated the rate of participation in human rights training and regular implementation of human rights due diligence as KPIs for further promoting human rights awareness activities.
KPIs, Targets, and Outcome of Activities
NTT Group Global Human Rights Policy
（1） Addressing to International Norms
The NTT Group discloses its global human rights policies both internally and externally, in addition to meeting the requirements* of international laws and evaluation organizations.
* International laws: International conventions and treaties adopted from a global perspective, including the “Universal Declaration of Human Rights”
（2） Addressing Critically Important Human Rights Issues
The NTT Group will identify critically important human rights issues and take action on these priority themes through the following:
1. Promotion of “Diversity & Inclusion” (prohibition of discrimination, respect for freedom and rights, fairness in the workplace, economic disparities and poverty)
2. Promotion of “Technology based on high ethical standards” (technology, data bias, privacy, personal data protection, and security)
3. Promotion of “Healthy Work in Daily Life (Health Management)” (diverse work styles, prohibition of forced labor and child labor, workplace safety, freedom of association and the right to organize, living wage, enhanced benefits)
4. Promotion of “appropriate expressions, speech, and other presentations” with consideration for human rights (freedom of expression and respect for human rights in advertising and other presentations)
(3) Scope of application
This policy applies to all employees and officers of the NTT Group. We also ask our suppliers and business partners to support this policy and strive to respect human rights.
(4) Due Diligence
Based on the UN Guiding Principles of Business and Human Rights, we will use the human rights due diligence process to identify, prevent, mitigate, and correct human rights issues globally. And we will strive to improve human rights awareness and human rights management throughout the NTT Group. In addition, due diligence will be conducted among the stakeholders in the entire business value chain, and a direct dialogue will be the basis of our efforts, especially with major suppliers. The status will be disclosed on our website, in our Sustainability Report, and in our Human Rights Report to evaluate and improve the process continuously.
(5) Accusation and Remedy
The NTT Group has established internal and external contact points for whistle-blowing at each Group company to prevent human rights violations. We promise to protect whistle-blowers from unfair personnel actions (e.g., dismissal, demotion) or other disadvantages resulting from their reporting. In addition, consultations and reports received at the contact points will be reported to the Board of Directors appropriately to ensure transparency. We will take sincere measures to resolve problems.
For more information, see: the NTT Group Human Rights Policy