Uzabase, Inc. (hereafter, “Uzabase”) is excited to announce the release of its DEIB Report 2025, now available on its corporate website. In this report, the DEIB Commitment formulated in FY2021 has been updated based on a reexamination of the current challenges related to DEIB.
The full DEIB Report 2025 can be viewed here.
This annual publication exemplifies our commitment to one of our core corporate values—“We need what you bring.” We recognize this value as a material issue that is essential to address through our corporate activities, aiming to make Uzabase a place where every individual can fully express and utilize their talents. Our DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives, spearheaded by our dedicated internal DEIB Committee, are integral to addressing this material issue effectively.
Details and progress updates related to these initiatives can be found within our DEIB Report 2025.
Highlights of Initiatives in 2024
Percentage of Women in Management Surpasses 30%
As of December 2024, the share of women in management roles at Uzabase has reached 31.7%, exceeding the government’s target of 30% or more by 2030 for companies listed on the Tokyo Stock Exchange Prime Market. Exceeding this widely recognized threshold of 30%, considered the minimum needed to effect change, is expected to further broaden the diversity of decision-making.
At the same time, the share of female executive officers and above was 17.0%, a YoY decrease of 5 percentage points. The primary factors behind this decline were the carve-out in 2024 of a business segment with a high share of female executives and the appointment of a higher number of male executive officers during the year.
The percentage of women at or above the P/L6 level—positions eligible for executive officer candidacy—has risen by just 0.9% over the past three years, indicating a need to accelerate the pace of increase in order to broaden the diversity of decision-making.
Formulation of New DEIB Commitment
Among the four categories outlined in Uzabase’s 2021 D&I Commitment (now the DEIB Commitment), we believe we have made meaningful progress and achieved this commitment in the following areas through consistent initiatives over the past few years:
1. Ensure information transparency
4. Set up a DEIB Committee and disclose DEIB-related metrics and policies on an ongoing basis
However, despite progress being made, challenges remain in the following two areas:
2. Reduce the gender disparity among regular employees and leaders
3. Help people to overcome hurdles arising from structural issues in society
To address these ongoing challenges, we have redefined our current DEIB priorities into two key focus areas and articulated corresponding commitments for each:
・Challenge 1: Fostering Belonging to Support Sustainable Business Growth
As efforts have progressed to the point that certain results can be achieved, we have revised our focus for “Help people to overcome hurdles arising from structural issues in society” to a more fundamental objective:
→Commitment 1: Create a workplace where everyone is accepted without bias and empowered to express their individuality.
・Challenge 2: Enhancing Diversity in Decision-Making
We have refined the goal to reducing the gender gap between employees and management by addressing more specific issues beyond just the ratio of women in management positions:
→ Commitment 2: Increase the number of women aiming for leadership positions to broaden the diversity of decision-making.
For details regarding this new commitment and our action plan, click here.
Key Metrics Disclosed in the Report
・Gender Distribution: Overall
・Gender Distribution: New Hires
・Share of Female Managers and Executive Officers
・Share of Employees Taking Parental Leave, Its Duration, and Return-to-Work Rate (by Gender)
・Gender Pay Gap: Annual Salary
・Employee Distribution by Profession
・Fresh Graduates vs Mid-Career Hires
・Average Tenure
・Turnover Rate
・Employee Distribution by Age Group and Average Age
・Remote Work Adoption Rate
・Annual Paid Leave Utilization Rate and Days of Annual Paid Leave Taken
・Average Overtime Hours
・Number of Diversability Hires (Hiring of Members with Disabilities)
・Share of Non-Japanese Employees and Number of Nationalities and Regions Represented
・Employee Engagement
Comment from Shinobu Matsui, Chief HR Officer and DEIB Project Owner at Uzabase
Since announcing our commitment to DEIB in 2021, Uzabase has made steady progress thanks to a dedicated team of members. As a result, women now make up 31.7% of management, and we have introduced policies and support for employees raising children or undergoing fertility treatments, helping to address structural barriers within society.
Now, after four years of continuous effort, we’ve taken a further step forward by establishing a renewed and deeper company-wide commitment to DEIB. There is no final goal in DEIB promotion—it is a continuous journey. We believe it is essential to keep evolving our initiatives day by day.
Two core beliefs guide me: that each individual should always have choices and that everyone deserves to feel they belong, which happens when employees know that their contributions matter. These principles are closely connected to Uzabase’s DEIB commitment to fostering belonging to support sustainable business growth.
Our aspiration is to revitalize Japan by extending DEIB initiatives beyond Uzabase and into society as a whole. To realize this vision, we will continue to move forward with efforts related to our renewed DEIB commitment.
Uzabase’s Purpose is to “Awaken a world of play in business, with our insights”. Achieving this requires a team of truly diverse individuals, each bringing their unique talents to the table. We believe that only a combination of such diverse talents can create services that address the challenges faced by our users and propel their creativity—thus bringing us closer to fulfilling our Purpose. This belief is reflected in one of our 7 Values: “We need what you bring.”
We need what you bring
We celebrate a diversity of values, race, nationality, ethnicity, religion, sexual orientation, diversability, backgrounds, and more. These differences make us stronger. Our strengths and weaknesses complement each other.
We communicate openly yet with empathyーspeak your mind directly and respectfully, share your thoughts and ideas. We will get there, one conversation at a time.
Diverse but united in our purpose, we build a new world together.
Inquiries
Uzabase, Inc. (PR Team)
https://www.uzabase.com/contact/
