Environment
Electricity consumption / CO₂ emission
| FY2021 | FY2022 | FY2023 | |
|---|---|---|---|
| Scope1 (t-CO₂) | 0 | 0 | 0 |
| Scope2 (t-CO₂) | 124 | 133 | 162 |
| Total CO₂(Scope1+2) emission(t-CO₂) |
0.49 | 0.39 | 0.40 |
| Electricity consumption (kwh) | 347,779 | 368,167 | 382,624 |
| Scope3 (t-CO₂) | 48,525 | 56,939 | 71,491 |
| Total CO₂ emission(t-CO₂) | 48,649 | 57,072 | 71,653 |
*Scope1,2 Data covers RAKSUL INC.and its consolidated subsidiaries
*Scope1 measures the carbon dioxide emission of gas consumption in the office
*Scope2 measures the carbon dioxide emission of electricity consumption in the office
*CO₂ emission coefficient is calculated using the latest emission coefficients published by each electric power company.
・Meguro office:0.442kg- CO₂/kwh
・Kyoto office: 0.311kg- CO₂/kwh
・Kokura office: 0.453kg- CO₂/kwh
*Calculation method: CO₂ emission / revenue (JPY 100MM)
*Scope3 measures greenhouse gas emissions from corporate activities in the supply chain
*Scope3 Data covers RAKSUL INC.and its consolidated subsidiaries (excluding DANBALL ONE INC.)
Social
Employees
| FY2021 | FY2022 | FY2023 | ||
|---|---|---|---|---|
| Total number of employees | 390 | 526 | 533 | |
| Regular Employees (%) |
315 (80.8%) |
432 (82.1%) |
449 (84.2％) |
|
| Non-regular employees (%) |
75 (19.2%) |
94 (17.9%) |
84 (15.8%) |
|
| Average age | Under 30 years old | – | 127 (29.4%) |
135 (30.1%) |
| 30 – 39 years old | – | 215 (49.8%) |
225 (50.1%) |
|
| 40 – 49 years old | – | 85 (19.7%) |
78 (17.4%) |
|
| 50 – 59 years old | – | 3 (0.7%) |
8 (1.8%) |
|
| 60 years old or older | – | 2 (0.5%) |
3 (0.7%) |
|
| Ratio of female employees | 35.4% | 41.8% | 44.7% | |
| Ratio of female managers | 9.1% | 18.6% | 23.2% | |
| Average age | Total | 33.5 | 34.0 | 32.9 |
| Male | 33.8 | 34.1 | 33.6 | |
| Female | 32.9 | 33.1 | 33.4 | |
| Average years of service | Total | 2.3 | 2.4 | 2.5 |
| Male | 1.9 | 2.1 | 2.3 | |
| Female | 3.2 | 3.0 | 3.2 | |
| Turnover ratio | 18.1% | 23.6% | 20.7% | |
| Gender pay gap | Total | 48.6% | 52.2% | 51.0% |
| Regular Employees | 51.9% | 53.2% | 49.8% | |
| Non-regular employees | 89.3% | 122.5% | 119.0% | |
| Acquisition rate of childcare leave | Total | – | – | 77.3% |
| Male | – | – | 71.4% | |
| Female | – | – | 87.5% | |
| Ratio of employees with disabilities | 0.9% | 1.2% | 1.5％ | |
*Data covers RAKSUL INC., DANBALL ONE INC., NOVASELL INC., India/Vietnam entities
*Non-regular employees: Number of contractual employees and part-time workers
*Employee Age Status/Average years of service/average age/turnover rate covers regular employees only
*Gender pay gap, Acquisition rate of childcare leave, and Ratio of employees with disabilities are only available for RAKSUL INC.,
*Gender pay gap: Average annual wages (total wages divided by headcount) are calculated for each worker category, Ratio of average wages of female employees to average wages of male employees
*The main reasons for wage differences for regular employees are
– High proportion of women in customer support positions, which have different remuneration structure
– High proportion of men in engineering positions, which have relatively high wages levels
*Ratio of employees with disabilities is based on the figures in the 2023 Report on the Employment Status of Persons with Disabilities of RAKSUL INC.
Employee training (FY2023)
| Target | Total annual training hours | Average annual training hours per employee | Average annual training days per employee | |
|---|---|---|---|---|
| Language training | Managerial positions / Applicants | 2,938 | 35 | 67 |
| Data security training | All employees | 583 | 0.5 | 1 |
| New graduate training | Common to mid-career and new graduates | 125 | 1 | 1 |
| Management Training | Managerial positions | 112 | 7 | 5 |
| Unconscious Bias Training | Managerial positions | 87 | 1.5 | 1 |
*Language training and Data security training covers RAKSUL INC.,DANBALL ONE INC.,NOVASELL INC.,India/Vietnam entities
*New graduate training covers RAKSUL INC.,NOVASELL INC.
*Management training and Unconscious Bias training will be sequentially taken from upper management
Governance
Number of female directors
| FY2021 | FY2022 | FY2023 | |
|---|---|---|---|
| Number of directors | 11 | 12 | 8 |
| Number of female directors (%) |
2 (18.2%) |
3 (25.0%) |
3 (37.5％) |
Number of attendance at meetings of the Board of Directors
| Number of meetings held | Number in attendance (%) | Matsumoto | Nagami | Miyauchi | Kobayashi | Murakami | Mori | Kotosaka | Utsunomiya | |
|---|---|---|---|---|---|---|---|---|---|---|
| FY2021 | 14 | Number in attendance (%) | 14 | 14 | 14 | 11 | – | 14 | 14 | 14 |
| 100% | 100% | 100% | 100% | – | 100% | 100% | 100% | |||
| FY2022 | 15 | Number in attendance (%) | 15 | 15 | 14 | 15 | 12 | 15 | 14 | 15 |
| 100% | 100% | 93% | 100% | 100% | 100% | 93% | 100% | |||
| FY2023 | 13 | Number in attendance (%) | 13 | 13 | 12 | 13 | 13 | 13 | 13 | 13 |
| 100% | 100% | 92% | 100% | 100% | 100％ | 100％ | 100％ |
*For directors who were appointed during the fiscal year, the number in attendance (%) shown are after the appointment
Number of attendance at meetings of the Audit & Supervisory Committee
| Number of meetings held | Number in attendance (%) | Mori | Kotosaka | Utsunomiya | |
|---|---|---|---|---|---|
| FY2021 | 14 | Number in attendance (%) | 14 | 14 | 14 |
| 100% | 100% | 100% | |||
| FY2022 | 14 | Number in attendance (%) | 14 | 14 | 14 |
| 100% | 100% | 100% | |||
| FY2023 | 14 | Number in attendance (%) | 14 | 14 | 14 |
| 100% | 100% | 100% |
Number of attendance at meetings of the Nomination and Remuneration Committee
(voluntary committee)
| Number of meetings held | Number in attendance (%) | Kobayashi | Kotosaka | Utsunomiya | Matsumoto | Nagami | |
|---|---|---|---|---|---|---|---|
| FY2023 | 9 | Number in attendance (%) | 9 | 9 | 6 | 9 | 6 |
| 100% | 100% | 100% | 100% | 100% |
*For directors who were appointed during the fiscal year, the number in attendance (%) shown are after the appointment