As an organization of more than 1,000 people, Uzabase values creating an environment where individuals embrace differences in gender, age, profession, experience, and many other attributes, while drawing out each person's unique talents. To better understand and address organizational challenges, we regularly collect data, track changes over time, and advance DEIB initiatives accordingly. *Unless otherwise noted, the data presented here covers employees of both domestic and international group companies as of December 31, 2025. Historical data is based on December 31 of each respective year.
Employees by Gender
Management by Gender *1
Ratio of Mid-Career and New Graduate Hires
Employees by Age
Parental Leave Ratio *2
Annual Paid Leave Utilization *3
Members of the DEIB Committee have been working on the following projects.
DEIB Training for Leaders
We conducted a "We Need What You Bring" workshop for team leaders both within and outside Japan. The program is designed to deepen understanding of Diversity, including diversity of attributes and the spectrum of individual traits, while also building experiential understanding of communication grounded in imagination and empathy as part of Inclusion and Equity. These lessons are then carried into day-to-day practice in the workplace.
NextWomanship Community
A community for women leaders and aspiring leaders, designed to increase the number of women who can lead in ways that are authentic to them. In 2025, the community hosted a "Knowing Your Strengths" workshop led by a Gallup-Certified Strengths Coach, as well as a session on "The Art of Rest" featuring a lecturer qualified as both a psychiatrist and occupational physician. Nearly 40 members participated over the course of the year.
NewsPicks for WE
Launched in 2021 as a project to support the next generation of working women. In 2025, we held WE CHANGE AWARDS 2025 for International Women's Day. In addition, from April 2025, we launched WE CHANGE COMMUNITY, a community centered on HR and DE&I professionals at companies, providing a place for learning and exchange among organizations working to advance women's empowerment.
Parental Leave Community
We hosted welcome-back sessions for members of all genders returning from maternity or parental leave. These sessions included messages from leadership and created opportunities for returning members to connect with one another. In 2025, we held both a welcome-back session and a lunch gathering.
LGBTQ+ Community
Established in 2023 as a dedicated community where LGBTQ+ members can comfortably seek support and where more allies can be fostered. In 2025, we held a company-wide meeting in June to help increase allyship. At the company-wide party in September, we also hosted an ally networking event.
Diversability Hiring and Onboarding
To create an environment where Diversability members can thrive autonomously, we update our systems on an ongoing basis, including training and close support from qualified internal professionals. In April 2025, we introduced a medical appointment leave system. We also launched automated condition checks that help members objectively understand their own physical and mental condition and seek support at the right time. By automatically aggregating and visualizing response data, we are able to identify early signs of change and provide more effective support.
Global DEIB Committee
Launched in 2025 by a self-organized group of members, this initiative aims to create a safe space where members at offices outside Japan can share their challenges and concerns, with the goal of establishing systems, structures, and support that enable them to more fully demonstrate their talents. The initiative is led by members in Sri Lanka. As its first event, it hosted an online "Generations Trivia" quiz, deepening mutual understanding across generations, one important dimension of diversity.
Sharing Diverse Role Models Internally and Externally
In FY2021, we launched the "Diversity Empowerment" series in our corporate magazine, Uzabase Journal, to spotlight diverse leaders. In FY2025, we published four articles in the series.
In 2025, Uzabase reexamined its DEIB challenges and established a new commitment.
Progress on Our Commitment
In 2025, we focused on initiatives aimed at addressing each challenge and made the following progress.
Challenge 1: Create a workplace where everyone is accepted without bias and empowered to express their individuality
We positioned the team as a key unit of Belonging and focused on strengthening psychological safety and complementary relationships within teams. We provided DEIB training for team leaders and promoted the creation of environments where diversity is respected in day-to-day team practice. We also completed the definition of the Belonging Index, which is scheduled to be measured in the next engagement survey.
Progress on specific action plans is as follows.
- Increase internal connectedness (to strengthen relationships among members)
Held cohort gatherings for members who joined after the COVID-19 pandemic, as well as for members celebrating their 10th anniversary with the company (from FY2026 onward, gatherings will continue to be held for members in their third year at the company)
Hosted One Uzabase Party, a company-wide gathering for all employees, as well as UB Fes., which family members and partners of employees are also welcome to attend - Conduct DEIB training (to develop communication skills rooted in empathy and a deep understanding of diversity)
Completed for team leaders within and outside Japan
Challenge 2: Increase the number of women aiming for leadership positions to broaden the diversity of decision-making
The gender pay gap narrowed from 18.0% in FY2024 to 17.6% in FY2025. One factor behind this improvement was the increase in the share of women at L/P6 and above, from 20.6% to 21.6%.
In addition, the ratio of women in management rose steadily over the year, from 31.7% to 34.7%, indicating continued progress in expanding diversity within the decision-making layer.
Gender Pay Gap
Gender Ratio at L/P6 and Above
Progress on specific action plans is as follows.
- Increase and support members with aspirations for senior positions (to cultivate a diverse group of decision-makers)
Completed identification of the departments and teams with the largest gender pay gaps, along with the underlying patterns - Provide early training for female managers (to address challenges unique to women's career development)
Held seminars, consultation sessions, and similar programs once per quarter for women leaders and women with leadership aspirations
Uzabase clearly recognizes harassment and discrimination as violations of human rights and as obstacles to advancing DEIB, and is committed to protecting the dignity and rights of all people in the workplace. This policy applies to all stakeholders, both inside and outside the company.
To eliminate harassment, we are implementing the initiatives shown in the following image. Through these efforts, we aim to create a workplace where all members can feel secure and perform at their best.
Establishment of internal Harassment Prevention Guidelines prohibiting all forms of discrimination
Ongoing messaging from leadership at company-wide meetings and other forums
Operation of an internal reporting hotline staffed by a diverse group of members
Establishment of an informal consultation desk where members can easily raise concerns
Annual compliance training that includes harassment prevention
You can find Uzabase's key DEIB-related data here.