Our group’s fundamental view on sustainability when it comes to diversity is that we will not tolerate discrimination or harassment based on nationality, race, gender, age, religion, beliefs, social status, sexual orientation, gender identity, or disability. We respect the rights of all within our group, and are committed to creating a work environment where each individual appreciates and values each other’s differences.

As an IT company that leverages creativity and technical capabilities to deliver our array of IT services across various fields, we actively recruit the most capable individuals of all backgrounds and career paths. Additionally, we are implementing systems to support a variety of working styles, enabling our employees to work long-term with our group.

Diversity

We hire and promote personnel regardless of their nationality, race, gender, or age in all occupations and positions. This holds especially true in Ateam Entertainment Inc., where a large number of international personnel are employed to deliver games worldwide. Ateam Entertainment Inc. has assigned non-Japanese to the positions of General Manager of the Global Strategy Division and Director. This has assisted Ateam in building relationships with many global business partners, delivering quality localized games to global markets, and providing international user support. Furthermore, we issue job postings in both Japanese and English. As of July 31, 2024, Ateam employs 36 expats from 13 different countries.

Female-Friendly Work Environment

We strive to create an environment where all employees can play active roles, adapt to diverse working styles, and adapt to changes in both life and business. Mainly, we focus on continuously improving systems to balance employee work and private life, business efficiency, and personnel development.

Balancing Work and Private Life: Support for Maternity Leave

Career Interviews and Maternity Leave Information Seminar

We provide individual guidance to address concerns about career-related issues and questions about policies during pregnancy, childbirth, and childcare, as well as provide information on materinity and paternity leave and support systems for ensuring work-life balance post-leave. Additionally, we offer career interviews during childcare leave for those who wish to participate.

Promoting Paternity Leave for Fathers

74% of our employees are in their 30s to 40s, and with many of them needing to balance work and childcare, we want to support both where we can. We have set a target of 60% for fathers to take childcare leave, and are implementing measures such as holding all-employee meetings, raising awareness about childcare leave on the company intranet, and establishing guidelines for fathers and managers regarding childcare leave. As of the end of July 2024, 84% of our male employees have taken paternity leave, with an average of 111 days taken.

Promoting Communication Among Employees, Families, and Ateam with Seminars and Newsletters

Concerns about childcare leave do not just come from the employees taking their leave. Family members may also have concerns as well, such as issues that arise at work during their leave, and difficulty in returning to work after their leave is completed. Therefore, we hold events for our employees’ families to introduce Ateam so that they can gain a better understanding of our corporate values, culture, and our support systems available for our employees. During these events, families can also take an office tour. The aim of the event is to give our employees and their families a sense of safety and security when facing life events including childbirth and childcare. Furthermore, we have also been publishing a family-oriented newsletter since 2021.

Building a Comfortable Work Environment to Increase Operational Efficiency

We encourage our employees to proactively take holidays and special leave, including childcare leave. We have built an environment where team members understand the tasks of others and support the team through information sharing. In addition, we have taken measures to improve business operations, increase efficiency, create business operation manuals, document minutes of meetings, utilize outsourcing, and regularly review business processes to optimize employee workloads.

Average Employment Tenure	Female：7 years Male：6 years and 7 months
Wage differentials between male and female	All employees　78.80% Regular employees　79.72% Part-time and fixed-term employees　85.55% * The wage differential between male and female in this indicator shows the ratio of the average annual wage of female when the average annual wage of male is assumed to be 100%.
% of Female Employees	45%
% of Female Managers	31.94%
% of Employees Taking Childcare Leave	Female：100% Male：84%
% of Emplotees Returning to Work After Childcare Leave	Female：92% Male：92%

<sup>* As of July 31, 2024
* This indicator does not include overseas subsidiaries and companies that are included in the group through M&A after 2024.</sup>

Employment of People with Disabilities

We believe that all people can use their talents and develop their professional skills together to work as part of a team within our many businesses.

Employment of Internal Therapists

Ateam employs people with vision impairments as massage therapists. Currently we have a team of two (one man and one woman) working at Ateam.

Objectives for Adapting to a Variety of Working Styles

With the aim of promoting women’s active participation in the workplace, Ateam has created the following action plan to create a comfortable work environment that enables employees to balance their work and personal lives, and to enable all employees to fully demonstrate their abilities.

Period	From December 1, 2021 to November 30, 2025
Targets	Target 1. Maintain the ratio of female employees in the Ateam Group at 45% and the ratio of women in management positions at 25% or higher. (Actual as of July 31, 2024: Ratio of female employees: 45%, Ratio of female managers: 31%) Target 2. By improving the working environment for female employees, female employees can develop their own strengths and remain active for a long time.
Details of Initiatives	Special leave for spouses giving birth shall be increased from one day to three days. Add to the curriculum of manager training programs in order to make the childcare leave system known to all employees and to deepen their understanding of working after returning from childcare leave. Appoint a person to promote work-family balance from the human resources department, clarify it as a “contact point for supporting work-family balance,” and set it up as a consultation contact point for childcare leave, etc. Provide in-house newsletters to employees on childcare leave throughout the Group companies. To support employees after returning from childcare leave, a shortened working hour system for childcare will be available until the end of the sixth grade of elementary school.

Systems to Support Various Workstyles

Family Support System

To achieve our corporate philosophy “To Be a Company where All Can Achieve Happiness Together” and “To Be a Company that Continues 100 Years from Today”, we introduced in 2017 a Family Support System to assist all employees in having lifelong careers with us. We offer a flex-time system to accommodate childcare and nursing care, with additional subsidy programs that provide employees various childcare services, special holidays, and more. Also, we schedule lunch events for our employees who are on childcare leave, offer career counseling, and have introduced an internal job transfer system to promote long-term careers.

As a result, our continuous actions to assist working styles has improved workplace quality. Our employees with children can now form long-term careers without the fear of choosing between work or raising children.

Creating an Environment that Fits a Variety of Work Styles

Flex-time System

Our flex-time system, which 87% of our employees are able to take advantage of, is designed to enable employees to work efficiently while balancing work with childcare, nursing care, and various other personal circumstances.

Hybrid Work That Combines Telecommuting and Office Work

This system is designed for promoting communication and work efficiency, allowing our employees to work in a well-rounded manner. While telecommuting reduces commuting time and improves work-life balance, we also value creativity and building team trust through face-to-face communication by coming to the office as needed. 92% of our employees have telecommunicated at some pointduring their tenure at Ateam, and on average, they work from home 69% of the year. Telecommuting utilization rate: 92% Telecommuting rate: 69%

^{* The above figures are actual usage in July 2024.}

System to Support Caregiving

We provide comprehensive support so that employees can smoothly balance, and sometimes focus on, caring for their families and their work. Special leave under the Family Support System, flextime system, and telecommuting allows for flexible work options.

We believe we can support our employees by enabling them to change their working style according to their family’s situation in order to balance work and family life.

Respect for Human Rights

Whistleblowing System

A whistleblowing system at Ateam is run by the heads of the Administration Department and Internal Audit Office as well as a corporate attorney. Any employee can directly report to them with any concern they may have. This system assists us in taking appropriate actions against any compliance violations.

Prevention of Harassment

We provide managers and leadership members a harassment-related training program that teaches the impact of harassment on employees, the damage it can cause to Ateam, and how to prevent it from happening.

We are also working to prevent risks in the work environment by establishing a consultation service with the Human Resources Department regarding interpersonal relationships and harassment. We also conduct anonymous surveys of all employees regarding harassment and other issues to identify potential problems.