en Japan

2023
Integrated ReportINDEXCOMPANY01

BUSINESS

19

en History

02

Medium-Term Management Plan

20

Management Message

05

en Japanʼs Co-Creation-Oriented
Management

06

Basic Policy and21
Key Elements of the Medium-Term
Management Plan

Value Generation Model

07

Key Elements ofValue Generation Model08

FEATURE 1

10Main Initiatives to Generate Value
Social Impact Employment Project
FEATURE 2

en Japanʼs Conception of
Human Capital

14

Using the tab key

COMPANY

DATA

48

Initiatives to Reduce
Environmental Impact

38

Key Figures

49

Diversity and Inclusion

39

Financial Highlights

50

40

Financial and Non-Financial Data

51

Human Capital-Related Initiatives
and Indicators

52

Business Model Overview

26

Facilitating the Participation
and Advancement of Women

HR-Tech engage

27

Corporate Governance

Human Resources Platform

42

29

Executive Team

Domestic Group Companies

53

Domestic Job Board

43

31

Skill Matrix

Overseas Group Companies

54

Domestic Recruitment
Consultancy

46

33

Compliance

Company Information

47

55

Stock Information

35

47

56

Overseas

Risk Management

Editorial Policy and Other Notes

57

Other Domestic Operations

36

CareerSelectAbility®

Operation Guide

SUSTAINABILITY 37

Use the tab key to navigate or click to advance toReturn to Index

the ﬁrst page of each chapter.

BUSINESSSUSTAINABILITY

DATA

INDEX

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or other helpful details.

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en History

Cultivating the market
for online recruitment
advertising

Early Days

Early Days

Jul. 1995

Nihon Brain Center, the precursor to en Japan Inc.,
launches [en] Employment Net

Jan. 2000 Nihon Brain Center forms en Japan Inc.

by spinning oﬀ the business managing [en] Employment Net●[en] Employment Net

Jun. 2001 After roughly one year following its founding, the Company is listed on Nasdaq Japan

Aug. 2002 In an industry ﬁrst, en Japan adds a video feature to job ad listings●Videos in job ad listings

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Oct. 2003

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In another industry ﬁrst, en Japanʼs job ad copyright is acknowledged
by a court of law

Apr. 2004 Launch of television commercials witha key message advisinga “Prudent Approach to Career Change”●Aired TV commercials

Full-ﬂedged international
expansion and incubationof recruitment
consultancy business

Growth and Expansion

Growth and Expansion

Oct. 2009

Launch of the en-college ﬂat-rate training service

Aug. 2010 Expansion into global recruitment consultancy with acquisition of Wall Street Associates(currently, en world Japan) as a subsidiary

Nov. 2011 Launch of Kaisha no Hyoban (company reviews) website(currently, en Lighthouse)

Apr. 2013 Acquisition of Navigos Group, the largest player inVietnamʼs humanresources industry, as a subsidiary●Kaisha no Hyoban (currently, en Lighthouse)

Rollout of full-ﬂedged domestic recruitment consultancy service with launch of en Agent

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Venturing into new linesof business with the useof technology

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Aug. 2014 In an industry ﬁrst, en Japan launches an employee word

Period of Change

Period of Change

BUSINESS

of-mouth comment posting feature to job ad listings

Dec. 2014 Expansion into non-HR territory with acquisition of text mining AI
specialist Insight Tech Inc. as a subsidiary

Aug. 2015 Launch of [en] Career Change Consultant,a recruitment site specializing in the middle-aged generation●Posting of employee word-of-mouth comments
to job ad listings

Feb. 2016 Launch of industry-ﬁrst online marriage matchmaking agency businesswith establishment of en KONKATSU AGENT Co., Ltd.

Aug. 2016 Expansion into HR-Tech ﬁeld with release of
the “engage” hiring support tool

Apr. 2017 Launch of AMBI, a recruitment site specializing in young,high-achieving professionals●Grievance Purchasing Center operated by
Insight Tech

Mar. 2019 Expansion into Indiaʼs rapidly growing IT staﬃng market

with acquisition of major Indian IT temp staﬃng business
Future Focus Infotech Pvt. Ltd. as a subsidiaryJan. 2020 Acquisition of Brocante Inc., which runs online job listings
for freelance engineers and designers, as a subsidiary

Mar. 2021 Launch of the “engage” online job board for both full-time●“engage” hiring support tooland part-time positions

Aug. 2021 Launch of [en] SX, a service to help improve businessperformance through sales and marketing reform

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COMPANYTOP MESSAGE

Takatsugu Suzuki
President
en Japan Inc.

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To make the world better by increasing the numberof people who work hard for others and society

In April 2022, en Japan redeﬁned its purpose (raison dʼêtre) and began conducting businessunder the banner “to make the world better by increasing the number of people who work hardfor others and society.”
Society is already facing a multitude of challenges, and social change is becoming increasingly
more dramatic. Due to technologies such as generative AI, we can now plausibly imagine afuture in which societal changes occur in rapid leaps rather than continuously. Accordingly,
humanity will likely face many new challenges that it has never encountered before.
This myriad of challenges cannot be solved by a single person or even a single company. Work
hard not only for yourself but for other and society at large. Work with enthusiasm and fervor. I
believe that increasing the number of people who will change the world for the better̶inother words, people who work hard not only for themselves but for others and society at large
and people who perform their duties with enthusiasm and fervor̶is the most importantmission for both Japan and the world moving forward.
As time progresses, we will continue to conduct business in line with our purpose as we aim torealize our ideals. In pursuit of our goals, we will support individuals with high aspirations,abilities, and potentials while striving to establish conditions under which as many workers as
possible can enthusiastically devote themselves to their professions.
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en Japanʼ s Co-Creation-Oriented Management
Since its founding, en Japan has conducted management in accordance with a clear philosophy. We believe that a corporate philosophy should be created by all membersof a company and not through the unilateral decision of top management. en Japan does not regard its philosophy as universally applicable or absolute, and employees areencouraged to raise any questions or concerns they may have. In some cases, employees become actively involved in making changes and improvements to ourphilosophy. The philosophy system outlined below was co-created with assistance from all en Japan employees and continues to be updated whenever necessary.

Value

Ideas and values cherishedby the Company

Purposeen Japanʼ s social
raison dʼ être (objectives)

Core ValueBusiness Value

Human Value

Human Growth®

Three business guidelines
formulated based on
considerations surrounding
relationships between people
and companies

CareerSelectAbility®*1

To view work as providing both a stage of
personal growth and an opportunity forpeople to fulﬁll themselves throughdevelopment of professional spirit andtechnique.

Action guidelines based onseven ideas × twenty abilities+
Four required environments
for CareerSelectAbility®

To make the world better by increasing the number of people who work hard forothers and society〜 Inner Calling & Work Hard〜*2

VisionThe future image of en Japan
hat we aim to establish anpresent to others

Good to Great Worldwide

Notes:
1. CareerSelectAbility®: the ability to select oneʼs own career; the ability to play an important role regardless of environmental changes

2. Inner Calling: a phrase coined to mean bringing out the altruism inherent in each person; Work Hard:
to work, study, and research intensively for the beneﬁt of others

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Value Generation Model
PHILOSOPHY

BUSINESS ACTIVITIES & OUTPUTS

Values (ideas and values)
Purpose (raison dʼ être)Vision (future vision)“en” or “relationships” between people and companies.

Philosophy and Values

INPUTS

Source of Value Generation
More than 3,000 colleagues who identify
with, and co-create, our philosophy
A database of over 10 million job seekers
and a track record and sales networkwith over 500,000 companies
Knowledge of the HR ﬁeld andexpertise in using big data
Strong ﬁnancial base andcash ﬂow generation capability

OUTCOMES

Products and Services

Value Provided Internally and Externally

We develop our business in areas that are related to

Increasing the number of people

・engage

HR-TechHuman resources platform

・AMBI・[en] Career Change Consultant, etc.

Domestic Job Board・[en] Career Change Info・[en] Temporary Placement Info・en BAITO, etc.

Other businesses in Japan

Domestic Recruitment Consultancy

・en Agent・en world

Overseas
・Navigos Group (Vietnam)

・Post-hiring support services

・NewEra India (India)

・New business development, etc.

Creation of employment
opportunities

Appropriate movement oflabor to growth industries

・ATS・Aptitude testing

who work hard for others and society

・Future Focus Infotech (India)

Post-hiring success of job seekers
Employee acquisition of
CareerSelectAbility®

Making the world better by increasing the number of people who work hard for others and society〜 Inner Calling & Work Hard 〜

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Key Elements of Value Generation Model

We will improve society

All businesses operated by en Japan are deeply

communicated the idea that “work can bring about

connected to the Companyʼs purpose: “to make the worldchange in society.” The AMBI website also allows users

better by increasing the number of people who work hardto carefully post and select positions with high social

for others and society.”

impact, such as core openings with governmental
ministries and agencies, local municipalities, andthrough business operations

The core of the human resources platform business,

ambitious companies, thereby providing opportunities torooted in our purpose.

which is one of the key investment targets of ourtake on challenges related to social issues. The website

Medium-Term Management Plan, consists of AMBI, aalso features uniquely inspiring articles and otherrecruitment site specializing in young, high-achieving

motivating content.

Yasushi Numayama
Director and Executive Oﬃcer
General Manager of the
Human Resources Platform Division

professionals, and [en] Career Change Consultant, arecruitment site for top-class middle-aged professionals.

With regard to [en] Career Change Consultant, our focus
is on [en] Career Change Consultant Testimonials, which

In this ﬁeld of business, we ﬁrmly believe that a single

feature authentic stories regarding the actual career

person can have a major impact on society. Furthermore,change experiences. Through [en] Career Change

we hold the conviction that a single successful

Consultant Testimonials, middle-aged users saddled withrecruitment can signiﬁcantly contribute to positivea variety of responsibilities, both professional andsocietal change. Accordingly, we strive to provide

familial, post ﬁrst-hand accounts of their own

opportunities for individuals who have great potential tooccupational transitions. These reports can encourage

inﬂuence society and connect companies andand inspire other users to take new steps forward in theirorganizations aspiring to change the world for the better

careers. This system creates a self-perpetuating cycle ofwith human resources who possess outstanding abilities

uplifting support as an ever-greater number of people

and spirits of determination.

become committed to working hard for the beneﬁt ofothers and society. Moving forward, en Japan will

Our business management is also deeply inﬂuenced bycontinue striving to realize its purpose through businessour purpose. AMBIʼs ﬁrst TV commercial strongly

growth.
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価値創造モデルのポイント

Our product development
process also begins with
our purpose, as does ourapproach toward utilizing
AI and other technologies.
Teruyuki Terada
Director and Executive Oﬃcer
General Manager of the Digital ProductDevelopment Divisionen Japan has more than 3,000 employees who identify

attitudes toward their work. We believe that by providing

with, and co-create, its philosophy, and this large pool ofwide ranges of detailed information and supporting

human resources is one of our greatest strengths. Our

professionals as they aim to choose positions they willproduct development divisions are a prime example ofnever regret, we are taking the ﬁrst step toward

this advantage.

increasing the number of people who work hard forothers and society.

In addition to being technically skilled, our engineers andother professionals also value their aspirations and ideas

In recent years, we have been focusing on the utilization

while remaining mindful of the meaning behind theirof new technologies, such as AI. For instance, we apply

work. Accordingly, our product development is also

AI technologies through the “engage” online job board,

guided by our purpose of making the world better bywhich currently features more than one million job

increasing the number of people who work hard for

postings and is one of our key investment targets. We

others and society.

believe that the use of technology is essential for thesmooth and eﬃcient establishment ofFor example, through [en] Career Change Info and our

success-generating contact between large numbers ofother online job boards, we emphasize the disclosure ofjob seekers and recruiting companies.

honest and detailed information that facilitates
post-recruitment success and retention. To avoid any

Our ability to develop visionary products through bothdisparities between expected and actual job descriptions

technology and our boundless ambition remains one ofor work environments, we truthfully disclose any

our core advantages. Moving forward, we will continue toinformation that could potentially cause issues during theundertake exploratory eﬀorts aimed at bringing us closer

application process.

to the fulﬁllment of our purpose through technology while
also concentrating on the recruitment and training of

People who successfully ﬁnd or switch to satisfying

dedicated and qualiﬁed human resources.

career positions are more likely to maintain positive

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Main Initiatives to Generate ValueFEATURE

1

BUSINESS

Social Impact Employment ProjectThis is a project through which en Japan makes companywide eﬀorts to support “social impact employment,” which arerecruitment activities with a large social impact. We support a wide range of recruitment activities, including for executive
candidates for central government ministries, deputy mayors, and digital transformation (DX) representatives of local
governments, as well as core members for international NPOs, sports league management organizations, and cutting-edge
technology companies. This is an initiative to accelerate the resolution of social issues through the power of “en” or“relationships” by connecting people with ambition who wish to utilize their talent and create a better world with companies
and organizations that strive to bring about change in society.

Project countNumber of recruitments

Number of applications

105

426

116,131

Note: Cumulative totals for the period extending from June 2017 through August 2023

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FEATURE 1

Social Impact Employment Project
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Examples of Individuals Selected for Employment through the Social Impact Employment Project
Major electronics manufacturer

Deputy Mayor of Kakegawa, Shizuoka Prefecture

Noriko Ishikawa is the ﬁrst female deputy mayor in the history of Kakegawa, Shizuoka Prefecture. After more than 20 years of experience inthe areas of development, sales promotion, new business co-creation, corporate planning, public relations, and human resources at NEC
FEATURE 1

Corporation, where she previously obtained employment following her graduation from university, she accepted her current position as
deputy mayor in April 2022 through an open recruitment process. Ms. Ishikawa is serving as a “second deputy mayor” along with another

Noriko Ishikawa

incumbent, and through this position, she has assumed responsibility for the transformation (both digital and physical) of Kakegawa, PRenhancement, diversity promotion, and work style reforms.

Social Impact Employment Project

Leading advertising agency

Principal, Ibaraki Prefectural Mitsukaido Daiichi High School and Junior High School(through a dual-contract secondment)

After joining DENTSU Inc., Takashi Fukuda helped companies establish their brands as a creative director for many years. In 2015, Mr.
Fukuda served as a jury member for the 2015 Cannes Lions International Festival of Creativity. Later, in April 2022, he became vice principal

Takashi Fukuda

of Ibaraki Prefectural Mitsukaido Daiichi High School and Junior High School, where he facilitated a variety of events for students, including
educational sessions regarding advertising awards. During the following year, he assumed his current position as principal.

Foreign IT company

Growth strategy advisor to the City of Kyoto and marketing advisor to
the Nagasaki Prefectural Government (secondary positions)

After obtaining his MBA from Emory University in the United States, Ikko Aoki worked in marketing for several foreign consumer goods
manufacturers. Currently, Mr. Aoki is responsible for proposing digital marketing strategies and initiatives at a foreign IT advertising agency.

Ikko Aoki

In August 2022, he assumed a secondary position as an immigration advocacy advisor for the City of Kyoto. Since October of the same year,
he has also served as a prefectural product marketing advisor to the Nagasaki Prefectural Government.
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Overview of the Social Impact Employment Project
Formation of candidate pool and branding
Press releases

Social Impact Employment Project

Post-recruitment success andretention support services

Video interviewing tool

Turnover risk visualization tool

Recruitment management systeme-learning systems
オンライン研修サービス

Aptitude testing

Team compatibility testing

Posting on various job sites
Work-readyServices provided

FEATURE 1

Announcements on
special webpages

Eﬃcient and accurate screening

Management of online
advertisements

Creation ofrecruitment websites

Midcareer

Young

Background checking

Hosting of press
conferences

Potential

We also provide other essential support
for recruitment, post-employment success,and retention whenever necessary.

Consideration of hiring candidates and selection process; abridged recruitment agency services

Team structure

Through this project, employees in various
positions at en Japan support recruitment
activities by applying their collective expertiseon behalf of the entire Company. The project
team includes individuals who are mainly

Recruitment
consultant

Customersuccess

Copywriter

Designer

Digitalmarketer

Publicrelationsemployed in these six job categories.
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en Japanʼ s Conception of Human Capital

FEATURE

2

BUSINESSen Japan has more than 3,000 employees who identify with, and co-create, its philosophy, and the Company views thisCareer
SelectAbility®
(The ability to select oneʼ s own career)pool of human resources as both its most important managerial asset and the source of its ability to generate value. In
developing the skills of its employees, en Japan places particular emphasis on its original concept of CareerSelectAbility®.
This term refers to the ability of an individual to choose the career he or she desires under any circumstances. In otherwords, it refers to the universal ability of a professional to continue participating actively even when facing changes in thenature of his or her work, the company at which he or she is employed, or external environmental conditions.
Expanding its pool of employees with high CareerSelectAbility® will enhance en Japanʼ s ability to adapt to change as anorganization while also accelerating the sustainable growth and development of its corporate group as a whole. We
recognize the importance of this concept because it also has an impact on the fulﬁllment and well-being of individual
employees. Accordingly, we use the degree to which employees acquire and demonstrate CareerSelectAbility® as apersonnel evaluation metric. To facilitate CareerSelectAbility®, we provide job assignments that enable employees toattain and exhibit this ability, promote communication between supervisors and subordinates, and oﬀer various relevant
personnel systems and training curricula.
With regard to our philosophy, we also value the importance of understanding, appreciation, and engagement (pride in,loyalty to, and eagerness to contribute to, the Company), and we have established metrics through which we measurethese qualities. The “scores” thereby obtained have a strong inﬂuence on the operational performance and retention of
employees. Accordingly, en Japan aims to continuously raise these scores while proactively disseminating the details of its
philosophy on a daily basis̶with a particular focus on managerial personnel̶and revising this philosophy in response toemployee feedback.

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Percentage of employees whoachievedyear-on-year increases
in their CareerSelectAbility® scores

BUSINESS

Philosophy appreciation score

INDEX

Engagement score

FEATURE 2

FY2022CareerSelectAbility®

89%

93

%

DATA

Eagerness to contributeto the Company

・Unable toappreciate
certain aspectsof thephilosophy
・Unable toappreciate many
aspects of thephilosophy

81

SUSTAINABILITY%

・Appreciates thephilosophy enoughto recommend it toothers・Strongly
appreciates thephilosophy
・Generally
appreciates thephilosophy

FY202393%

Pride in, and loyalty to,
the Company

FY2022

85%

88

Survey date: March 2023

Survey date: April 2023

Survey date: June 2023

Survey sample: 1,019 full-time employees

Survey sample: 1,504 full-time employees(none of whom joined the Company in April 2023)

Survey sample: 1,685 full-time employees

Number of respondents: 965(response rate: 94.7%)

Number of respondents: 1,101 (response rate: 73%)

FY2023%

Number of respondents: 1,553 (response rate: 92%)

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The “Mindset” and “Abilities” Necessary to Acquire CareerSelectAbility®
en Japan has identiﬁed seven mindsets and twenty abilities that it believes are necessary for the acquisition CareerSelectAbility®.
We apply these attributes as guidelines for the establishment of personal goals and regularly assess the degree to which they have been acquired anddemonstrated, reﬂecting the results of these assessments through personnel evaluations.

FEATURE 2

Mindsets● Self-improvement● Recognition of

CareerSelectAbility®

need to achievegoals● Acceptance ofdiversity● Focus on improving

surrounding
circumstances

Abilities● Personal

empowerment● Volitional

altruism● Enjoy-Thinking● Ability to create afavorable impression● Capacity to convey

personal feelings● Interpersonal listening

skills● Propensity for

motivating andcooperating with others● Ability to communicate

frankly and respectfully● Maintaining an interestin a wide variety of ﬁelds
and reﬂecting evolving
ideas through work
output● Problem identiﬁcation

skills● Ability to propose

strategies for improving
existing circumstances● Adroitness for generating

new ideas● Problem analysis skills● Hypothesis testing

capabilities● Ability to share expertisein a universally
understandable manner● Capacity for logicalexpression● Decision-making

support skills● Philosophy co-creation

abilities●Proclivity for conveying

ideas●Human resource

management capabilities● Ability to standardize

operations on anorganizational level● Ability to facilitate

the achievement oforganization-wide goals
and objectives● Capacity for creating

new businesses

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Skill Development Support System

FEATURE 2

CareerSelectAbility®

Training program for managerialInternal recruitment system

Smart Growth system

Through this system, we provide trial periods during

We oﬀer internal open recruitment of human resources

This is a shortened work-hour system designed towhich employees can try their hands at leadershipfor many departments and positions with the aim ofsupport employees who face time constraints due to(assistant manager) and managerial (section manager)

presenting employees with a variety of options forchildcare, nursing care, or other obligations but are still

positions. During these periods, employees hone their

expanding their career possibilities. Through thisable to demonstrate high performance. Employees who

managerial skills through training and other educational

system, employees can voluntarily apply for positions

fulﬁll predetermined criteria can choose between either

opportunities. Formal promotions are subsequently

without needing to consult with their departmental

this system or a standard shortened work-hour program.

granted based on corresponding performance andsupervisors. Internal transfers allow employees more

Through the Smart Growth system, which requires

evaluations. This system is particularly popular among

opportunities for the acquisition of CareerSelectAbility®

higher levels of performance, employees opting for this

employees who are anxious about suddenly being

while also enabling en Japan to ﬁnd and retain talented

system can achieve higher compensation. In contrast

appointed to managerial positions or wish to determine

individuals capable of actively contributing andwith the standard shortened work-hour program, which

whether they have the aptitude for these positions.

breathing new life into the Company as an organization.

imposes ﬁxed clock-in and clock-out times, the Smartpositions

Growth system allows employees to work under aﬂextime scheduling scheme, thereby enabling more
accommodating work styles.
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System Feedback from Employees

Training program for managerial positions

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This system encouraged me to take on challenges and allowed me to become
the ﬁrst among colleagues in my age group to take on a leadership position.
I raised my hand to become a “challenge team leader” during the spring of my second year with theCompany. I was full of enthusiasm because I was the ﬁrst among colleagues in my age group to take on thischallenge, but when it became time for me to step up to the plate, I was more than a little concerned about

FEATURE 2

whether or not I would be able to handle a leadership role. My superiors had all been highly competent

CareerSelectAbility®

during my trial period, but through repeated experimentation and analysis, I was able to build up my own

people, which further fueled my apprehension. However, I concluded that taking on this challenge would
allow me to ascertain if I was suitable for the position and realized that failure would not be an issue. My
decision to simply “give it a try” was a major step forward for me. In fact, I encountered a variety of setbacks
unique perspective regarding management. I feel that my participation in this system was very beneﬁcial
and believe that the experience still resonates today, following my oﬃcial promotion to a leadership position.

Smart Growth system

I could feel the conﬁdent expectations the Company had for me.
Those who qualify for the Smart Growth system are able to maintain high levels of compensation despite
their shortened working hours. Although this system requires high productivity, I feel even more fulﬁlled
than I did before taking maternity leave as I strive each day to achieve great results in shorter amounts ofworking time. For me, work and family are equally important, and I want to have both in my life. I feel that
the Smart Growth system is very good for employees who wish to continue pursuing growth both at homeand on the job.

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Medium-Term Management Plan

We have formulated a ﬁve-year
Medium-Term Management Plan
under which we will steer our focus
toward two investment targets.
Takatsugu Suzuki
President
en Japan Inc.

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Human resources continue to become increasingly

to provide more eﬃcient job search support for a broader

declines. Given this limited labor force, the myriad social

The second is our human resources platform business,

scarce in Japan as the nationʼs working population
issues facing Japan cannot be solved without theapplication of technology and optimal human resource
allocation. By facilitating labor force mobility, I believethat en Japan should play a role in realizing the best

possible personnel placement on a macro level while also
improving the performance of each individual.

en Japan consistently strives to fulﬁll its purpose: “torange of human resources than conventionally possible.
which helps high-caliber professionals with great

potential take on new challenges by reaching out to themthrough websites speciﬁcally designed to cater to young

and middle-aged workers. Over the ﬁve years covered by

our Medium-Term Management Plan, we will aim to growthese businesses to scales on par with those of ourpreviously existing businesses.

make the world better by increasing the number ofMeanwhile, we will continue operating these highly

end, we facilitate the movement of human resources toinvestment levels consistent. For the ﬁscal year ending

people who work hard for others and society.” To thisﬁelds expected to generate greater social impact,

including businesses focused on addressing social issues
and future growth industries. Furthermore, we encourage

individual employees to transfer into positions that match
their aptitudes and desires so that they remain motivatedproﬁtable existing businesses while keeping their

March 31, 2027, we aim to achieve consolidated net salesof ¥120,000 million and operating proﬁt of ¥24,000

million, more than twice the levels we reported for theﬁscal year ended March 31, 2022.

and proactive toward their work.

During the ﬁscal year ended March 31, 2023, the ﬁrst

Moving forward, we will intensify our focus on ﬁelds¥67,716 million (up 24.1% year on year). Performancethrough which we can both signiﬁcantly contribute to theeﬀective movement of human resources and leverage ourunique strengths. In accordance with this policy, we haveformulated a ﬁve-year Medium-Term Management Plan.
Furthermore, we have identiﬁed two investment targets
that we plan to fund proactively over the course of thisplan. The ﬁrst is HR-Tech engage, which uses technology

year of the plan, we generated consolidated net sales of
exceeded our initial expectations thanks to high growthin our two investment businesses and steady recovery in
our Domestic Job Board and Overseas businesses. We

will continue to invest proactively as we aim to generatebusiness growth commensurate with the targets of our
Medium-Term Management Plan.

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Basic Policy and Key Elements of the Medium-Term Management Plan
Five-year period for bringing investment businesses up to

Aiming to more than double both consolidated net sales

scale with existing businesses

and operating proﬁt over the ﬁve-year period

Investment
Businesses

Previously Existing
Businesses

Net sales¥ 54,544
million

FY03/22(actual result)

Proactive investment

aimed at converting the
HR-Tech engage andhuman resources platform(AMBI and [en] Career
Change Consultant)businesses into additional

Maintain consistent levels
of investment andcontinue to operate as
highly proﬁtable

OperatingproﬁtFurther intensify investment in human resources andgovernance to facilitate growth

million

FY03/22(actual result)businesses

strategic pillars¥ 9,633

Operatingproﬁtmargin18％

FY03/22(actual result)¥ 120,000
million
FY03/27(target)¥ 24,000
million
FY03/27(target)20％

CAGR* ofabout 17%

CAGR* ofabout 20%+2pt

FY03/27(target)*Compound annual growth rate

Integrated Report 2023

21

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

POINT

01
We will focus on preliminary investment during the ﬁrst half of our Medium-Term Management Plan.
During the second half, we project accelerated sales and large proﬁt returns.

Consolidated Net Sales (millions of yen)

120,000

100,000
85,00067,71670,00054,54418％(actualresult)Medium-Term
Management Plan

18％

Preliminary investment
12％
period9,633

FY03/22 FY03/23 FY03/24 FY03/25 FY03/26 FY03/27(actualresult)Consolidated Operating Proﬁt andOperating Proﬁt Margin (millions of yen)

6％

6％

4,249

4,100

24,00020％

17,5009,900

FY03/22 FY03/23 FY03/24 FY03/25 FY03/26 FY03/27(actualresult)(actualresult)Medium-Term
Management Plan
Integrated Report 2023

22

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

POINT

02
Develop investment businesses into additional strategic pillars
Previously existing
businesses(domestic)

Investment
businesses￥10,001million
14%

HR-TechengageHumanresources 5％
platform
9％￥42,146 million
62%

Previously
Domestic Job
existing
Board
FY03/23
businesses
43％
Net sales(overseas)￥16,227million
24%
Domestic
Recruitment
Consultancy
15％

Other domestic
operations
４％

Previously existing
businesses(domestic)

Investment
businesses￥31,300 million
26%

HR-TechengageHumanresources
platform

15％

11%Previously
existing
businesses(overseas)￥63,500 million
53%
Domestic Job
Board
30％

FY03/27
Net sales

Domestic
Recruitment
Other Consultancy
14％￥25,800 mmillion domestic
operations
21%
9％

Integrated Report 2023

23

COMPANY

BUSINESSSUSTAINABILITY

Numerical Targets by Segment (as of May 12, 2022)

Investment
businesses

Human resources
platform

Domestic

Previously
existing
businesses

Overseas

Adjustments
連結Consolidated

INDEX(Millions of yen)

FY03/22

HR-TechengageDATA

Medium-Term Management Plan
FY03/23 results

FY03/24 forecast FY03/25 forecast FY03/26 forecast FY03/27 forecast

Sales

1,945

3,787

5,000

8,500

13,00018,000Operating proﬁt(443)(4,063)(4,700)(2,000)

2,000

4,500

Operating proﬁt margin-22.8%-107.4%

-94％

-24％

16％

25％

Sales

4,406

6,214

6,900

8,500

10,50013,300Operating proﬁt

812(1,140)

(200)

1,100

1,600

2,500

Operating proﬁt margin

18.4%-18.4%

-3％

14％

15％

19％

Sales

37,66642,14644,90050,20056,60063,500-Job Board

25,67029,26429,20031,00033,40035,900-Recruitment Consultancy

9,660

10,029

11,20013,00015,20017,400-Other

2,335

2,852

4,400

6,100

8,000

10,200Operating proﬁt

9,154

9,593

9,100

11,10013,60016,600Operating proﬁt margin

24.3%

22.8%

20％

22％

24％

26％

Sales

10,975

16,227

14,30018,20021,60025,800Operating proﬁt

934

863

1,100

2,000

2,800

3,700

Operating proﬁt margin

8.5%

6.6%

8％

11％

13％

14％

Sales

(448)

(658)

(1,100)(300)(1,700)(600)

Operating proﬁt(824)(1,003)(1,300)(2,300)(2,500)(3,400)Net sales

54,54467,71670,00085,000100,000

120,000

Operating proﬁt

9,633

4,249

4,100

9,900

17,50024,000Operating proﬁt margin

17.7%

6.3％

6％

12％

18％

20％
Integrated Report 2023

24

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

POINT

03
circumstances, exploring the possibility of increasing shareholder returns.
Over the three years during which we will intensify our preliminary investment,
we will issue dividends equivalent to those issued for the ﬁscal year ended March 31, 2022 (¥70.1 per share).
Cash and deposits

UseSingle-year
P/L

Business

B/S
2/3

M&A

Shareholder return

B/S
1/3

Contingency
reserve

Policies● Enhance advertising for substantial medium-term growth● Consistent with our business model, investment scale to be kept within range of single-year P/L● Use funds eﬀectively by prioritizing M&A that leads to growth investment● Prioritize cash reserves but avoid ineﬃcient retention; explore potential borrowing opportunities
in the event of a large-scale M&A● Provide dividends for three years at the same ﬁxed level as in FY03/22; afterward,
target a payout ratio of 50%●Acquire treasury shares ﬂexibly based on M&A progress● Maintain a contingency reserve equivalent to about 1/3 of funds held

●Conduct ﬂexible cost control while retaining contingency reserves equivalent to three monthsof ﬁxed costs

Integrated Report 2023

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COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Business Model Overview
en Japan GroupHR service businesses
Providing job
recruitmentinformation

Users(job seekers)

Providing job
recruitment information

Providing job
recruitment information

HR-Tech engage
Human resources
platform
Job BoardInterviews
Introduction of job openings

Recruitment
Consultancy

Introduction of job openings
Registration, employment, etc.

IT engineer
temporary staﬃng
Other・en Japan・en Japan・en Japan
・en world Japan・Navigos (Vietnam)・en Japan
・en world Japan・Navigos (Vietnam)
・NewEra (India)

・FFI (India)

Furnishing of tools for owned
media recruiting
・Basic features free of charge
・Other fee-based features also available
・HR database
・Job advertising
・Database usage fees・Performance-based fees

Companies(corporate customers)

・Interviewing and creation of job advertisements
・Job advertising
・Introduction of candidates
Advertising fees
Introduction of candidates
Performance-based fees

IT temporary staﬃng
and subcontracting services
Temporary staﬃng fees
and commission fees

・ATS (recruitment and application
management system)
・Aptitude testing・Online training service, etc.

In each of our business lines, we fully support our corporate customers and job seekers to ensure the best possible recruitment for both parties.
Throughout our history, we have run our business by deﬁning our goal not simply as getting people hired,but “helping enhance the companyʼs performance” and “giving people who join the company a fulﬁlling working life.”
Integrated Report 2023

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COMPANY

HR-Tech engage(engage)Through the HR-Tech engage business, which isone of our investment targets, we market two
products, both named “engage” : a recruitment
support tool for companies and an online job
board.
We also provide free recruitment support tools forcompanies, including recruitment website
creation, job ad posting, and applicant
management tools. Job listings created using the“engage” hiring support tool are automaticallyposted on the ”engage” job board and on external
job search engines. We oﬀer two paid plans thatusers can select to enhance job listing exposure:
one billed based on applications generated andthe other billed based on job listings posted. Usercounts for both plans are currently on the rise.

SUSTAINABILITY

Hiring support tool

550,000

Job board

corporate users

DATA

INDEX

2,660,000
users

Equipped with features for creating

Over one million job listings forrecruitment websites, posting job ads,

both full-time andand managing applicantspart-time positions

Billing System
Client company
actionSee examples of engage in use

BUSINESS

Billing type

Account creation
Recruitment page
creationFree

Preparation ofjob listings
Listing on free slots
of various job
boardsSubscription topremium plan
Listing on paid slots
of various job
boardsApplications
received fromthese websites

Paid (billing based on applications generated or job
listings posted)

Integrated Report 2023

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COMPANY

HR-Tech engage

BUSINESSSUSTAINABILITY

DATA

INDEX

Topic

● Sales (millions of yen)
6,984

3,787

Supports recruitmentthat leads to true post-hiring successTakuo Iwasaki

by providing honest and detailed information.

Director andExecutive Oﬃcer

1,945

FY03/22

FY03/23

FY03/24(forecast)● Operating Proﬁt and Operating Proﬁt Margin
FY03/22

FY03/23

FY03/24(forecast)(443)-(22.8)-(65.5)
Operating proﬁt-(107.3)(millions of yen)

Operating proﬁt margin(%)(4,063)(4,572)The “engage” online job board has 2,660,000 members, having
achieved a year-on-year increase of 1,300,000 members.
Thanks to proactive investment in advertising, membership has
rapidly increased at a pace of more than 100% annually. The
online job board is currently being used by a wide variety of job
seekers throughout Japan; users are primarily professionals inurban areas who are seeking full-time positions, but the userbase also includes part-time job seekers. engage has become
the online job board of choice for a wide range of job types andincome brackets and continues to grow as the preferred online
destination for a diverse pool of professionals.
Along with the increase in membership, the number ofapplications submitted in response to posted job listings has
also risen dramatically, allowing the online job board to attract
more job applicants. These general expansions in user activity
and application counts have been driven by the serviceʼ sabundant number of available job listings and its smooth job
discovery experience, which helps users ﬁnd the rightpositions through highly accurate, AI-based job
recommendations.

Thanks to the growing member count of the “engage” online
job board and its expanding ability to entice candidates to viewits listings, recruiting companies have demonstrated
increasingly high conﬁdence in the service. Indeed, the numberof companies using the “engage” hiring support tool has
increased to 550,000. By March 2023, the number of open job
listings had exceeded 1.3 million, surpassing the number offull-time positions available through Japanʼ s Public
Employment Security Oﬃce.
During the ﬁscal year ended March 31, 2023, we generated￥3,787 million in sales through the HR-Tech engage business(up 94.7% year on year), thereby exceeding our initial forecast.
Sales secured through application-based billing grew alongwith expansions in member count and submitted applications.
The number of companies using the new job listing-based
billing plan has also risen sharply. Moving forward, we willcontinue to proactively invest in member acquisition andproduct improvement as we strive to generate swift businessgrowth.
Integrated Report 2023

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COMPANY

Human Resources
PlatformThrough our human resources platform business,

BUSINESSSUSTAINABILITY

DATA

INDEX

Direct Recruiting Process
Conventional “wait-and-see”

Direct recruiting

recruitment methods

which we have designated as a target forinvestment, we focus on professionals who arehigh achievers, concentrating primarily on young
workers through AMBI and mainly on middle-aged
workers through [en] Career Change Consultant.
Through job boards centered chieﬂy on scouting,we provide support for two types of recruitment:

Companies wait for either applications fromindividuals looking to change their careers or

CHANGE

Employers search for talented professionals
and approach them directly.

referrals from agents.

“direct recruiting,” a method through which
employers search for candidates and scouting
performed through recruitment agencies. We are
expanding our proﬁle among high-achieving
professionals, who are becoming increasingly

Professionals seeking occupational change

Individuals considering career changes

in-demand as human resources.

A recruitment site specializing in young, high-achieving
professionals. It carefully selects only those job openings
that can bring out the potential of top-class young talent,such as those who have taken on high-level, challenging
jobs from an early stage.

A recruitment site specializing in the middle-aged
generation in their 30s and 40s. Numerous listings forrecruitment of high achievers in the ￥10 million+ annual
salary level, including executives, chief oﬃcers, and generalmanager class.

Integrated Report 2023

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COMPANY

Human Resources Platform

BUSINESSSUSTAINABILITY

7,343
6,214

Proactive advertising investment has
boosted membership; the member count

4,410

for AMBI, which primarily serves young
professionals, has surpassed one million.

FY03/23

FY03/24(forecast)● Operating Proﬁt and Operating Proﬁt Margin
FY03/22

FY03/23

FY03/24(forecast)

18.4(millions of yen)

Operating proﬁt margin(%)

Director andExecutive Oﬃcer

peers. Without a doubt, recruitment demand surrounding

attract job seekers, particularly for AMBI, which targets young,particularly those in managerial and specialist positions̶Management Plan, we are actively investing in advertising tohigh-achieving professionals.

While stepping up our investment in online advertising, we also

conducted a major promotional campaign in March 2023, which
included our ﬁrst TV commercial and run of ads on public

associated with the human resources platform business as a-(18.4)

YasushiNumayama

In accordance with the basic policy of our Medium-Termtransportation. Thanks to these eﬀorts, the member count810

Operating proﬁt

INDEX

Topic

● Sales (millions of yen)

FY03/22

DATA

young high achievers and middle-aged professionals̶

continues to be high, and the numbers of both recruitment

agencies and companies using en Japanʼs services have grown.
In the ﬁscal year ended March 31, 2023, we generated

signiﬁcant performance growth through our human resources
platform business, securing￥6,214 million in sales (up 41.0%
year on year).

whole increased to 3,360,000 (up 620,000 year on year).

en Japan recognizes the critical importance of reaching out toexceeded one million, and the AMBI service continues to growpurpose. Moving forward, we will continue to focus on-(2.0)

Meanwhile, as of June 2023, the number of AMBI members had(145)

as the destination of choice for highly capable and highly

motivated professionals. en Japan is conﬁdent that its strong
database of high-achieving young and middle-aged workers

gives it a signiﬁcant competitive advantage over its industry

capable, high-achieving professionals as it aims to fulﬁll its

improving our services while earning the trust of professional
high achievers. At the same time, we will maintain eﬀorts

geared toward growing the human resources platform business
into a new strategic pillar.

(1,140)Integrated Report 2023

30

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Domestic Job Board
As the pioneer of the industry, online recruitment
advertising has been our core business since ourfoundation. We operate recruitment informationsites targeting job seekers with a variety of
attributes to help them ﬁnd the right company forthem. These sites include [en] Career Change Info(general recruitment information site), as well as
en BAITO and [en] Temporary Placement Info,

One of Japanʼs largest recruitment information sites, rated
No.1 in overall customer satisfaction for six years running*.
In addition to recruitment information, employee
word-of-mouth comments are also listed. We help close thepost-hiring gap by providing multifaceted information.

Temp staﬀ job information site with top-class market sharein Japan. The user base is largely women in their 20s to 40s,
and the site is highly user-friendly, including helpful tools
such as a search feature that allows users to search formatches based on their preferred conditions.

*Ranked No. 1 in the career change site category of the 2018‒2023 Oricon
Customer Satisfaction® survey

which has captured a top share of the market for
temp staﬀ job placement listings.

This site primarily lists information concerning part-time
temporary staﬀ positions. It includes user-friendly functions
such as job recommendations based on user searchhistories.

One of the largest job search engine sites for freelanceengineers in Japan. Job seekers can search for openings
based on multiple criteria, such as system programming
language and unit price, and complete everything, from entry
to application, in one stop.

Integrated Report 2023

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COMPANY

Domestic Job Board

SUSTAINABILITY

DATA

INDEX

Topic

● Sales (millions of yen)

25,670

BUSINESS

29,26430,284

We will generate sales growth while maintaining
high proﬁt margins; recruitment demand has recovered thanks
to the reclassiﬁcation of COVID-19 as a “Class 5” infectious disease.

FY03/22

FY03/23

FY03/24(forecast)

While maintaining a high segment proﬁt margin, we achieved

Our domestic job boards are highly rated by job seekers forbusiness in the ﬁscal year ended March 31, 2023, whichstrengths. In particular, [en] Career Change Info has been

growth in sales generated through the Domestic Job Board

amounted to￥29,264 million (up 14% year on year). This growthoccurred primarily because recruitment demand among
companies was strong as the Japanese government

reclassiﬁed COVID-19 as a “Class 5” infectious disease and thetheir usability, and this advantage is one of their majorranked No. 1 in the career change site category of the Oricon
Customer Satisfaction® survey for six consecutive years(2018‒2023).

economy rebounded from the pandemicʼs negative eﬀects.

We believe this success is the result of eﬀorts aimed at

Sales secured through [en] Career Change Info expanded

philosophy, which have enhanced the usability of our websites

thanks to an overall increase in average spend per client(clients include small, medium, and large corporations).

Meanwhile, sales achieved through [en] Temporary Placement

Info rose as a result of growth in listing placements from majorclients (temporary staﬃng agencies). Domestic job boards
constitute the core pillar of our existing businesses;

maintaining high proﬁt margins through these operations

improving our products in accordance with our user-ﬁrst
and apps and the detail of their job listings. The sterling

reputation of our products among job seekers, particularly
those in younger age brackets, is also being recognized bycompanies with recruiting needs. Going forward, we willcontinue to take advantage of market recovery while leveraging
our strengths to achieve ongoing business growth.

supports our proactive spending on investment businesses.
Integrated Report 2023

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COMPANY

Domestic Recruitment
Consultancy
The recruitment consultancy business is a ﬁeld

BUSINESSSUSTAINABILITY

DATA

INDEX

en Agentʼs Recruitment Consultancy Process◯ Acquires customers by leveraging one of Japanʼs largest lineups ofCustomer

recruitment information sites, with over 10 million members

acquisition

with a large market and ample room for further
market share expansion. Against this backdrop,◯ Aptitude test for ﬁnding out information about candidates that are not readily

we will focus on two of our service lineups̶en
Agent, which supports users from the time they
enter the company until their success, and en

apparent in documents or interviews

Selectionworld, which boasts a top-class domestic market◯ Video recommendations that help clarify candidate personalities andcharacters through self-promotional videos◯ Reference reports that visually communicate a candidateʼ s work ethic

share in the ﬁeld of global human resources̶toand the achievements he or she generated through previous positions

increase our inﬂuence in the market.

Hiring andRetention◯ Web-based questionnaire conducted during the ﬁrst year of employment andfollow-up services performed by a dedicated team to catch signs of early issues
and support the onboarding process

en Agent is a recruitment consultancy service from en Japan thatprovides ongoing professional support even in the post-hiring
stage. Through this service, we facilitate high-precision matching,accounting for a wide range of elements, including personalvalues. We also follow up with regular contact post-recruitment.

en world is a recruitment consultancy service specializing in
global job openings, including positions with foreign companies
operating in Japan. This service handles middle-management toexecutive-level positions and boast a top-class domestic market
share.

Integrated Report 2023

33

COMPANY

国内人材紹介SUSTAINABILITY

DATA

INDEX

Topic

● Sales (millions of yen)
11,7039,660

BUSINESS

10,029We achieved growth in sales generated
throug en Agent and also observed expansion
in hiring decisions for middle-class employees,
who remain the subject of high recruitment demand.

FY03/22

FY03/23

FY03/24(forecast)

Sales generated through the Domestic Recruitment

process. By inviting all users to take aptitude tests, weyear). Growth in sales achieved through en Agent was

career aspirations. Our ASHIATO service also enhances

Consultancy business grew to￥10,029 million (up 3.8% year onparticularly large due to an increase in the number of hiring

decisions for middle-class positions oﬀering annual incomes of\6 million or more, which remain a target of robust recruitment
demand. We project continuously strong expansion in

performance associated with the Domestic Recruitment
Consultancy business, partly because the volume of job

openings, which had previously declined due to COVID-19, iscurrently recovering.

construct visual representations of their personalities andmatching accuracy by allowing users to ﬁnd out more about

candidates, including how they performed in prior positions,through contact with former colleagues and supervisors.

Furthermore, we maintain a dedicated team of specialists who
follow up with new employees for one year and are available
for consultation at any time. As a result of these eﬀorts, enAgent has generated one of the industryʼ s highest retention
rates.

en Agentʼ s primary strength is the database of job seekers it

en Agent does not view recruitment as a ﬁnal goal and instead

valuable repository of information allows en Agent to quickly

improving en Agentʼ s eﬃciency through the application of IT,

has acquired through the operation of online job boards. This
recommend qualiﬁed candidates to client companies.

Additionally, we have focused on improving the quality of ourconsulting services to enhance the accuracy of our matching

aims to facilitate subsequent success and retention. While
we will continue to provide services focused on matchingquality and post-employment follow-up support.

Integrated Report 2023

34

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Overseas
We began expanding internationally in 2006 and are
currently focused particularly on Vietnam and India.
Navigos Group, based in Vietnam, operates the No.

New Era India Consultancy Pvt. Ltd.

Recruitment consultancy

1 job board in the country and is developing a
recruitment consultancy business. In India, we aim
to achieve further growth, led by Future Focus
Infotech Pvt. Ltd., a major IT staﬃng company withover 3,000 engineers.

New Era India Consultancy Pvt. Ltd. oﬀers
recruitment consultancy services
specializing in high-achieving IT

professionals. The company serves a large

INDIA

number of global companies and is

VIETNAM

particularly well respected in India.

Net sales(Millions of yen)

Operating proﬁt
Operating proﬁt
margin(%)(Millions of yen)

16,227

Future Focus Infotech Pvt. Ltd.

IT engineer temporary staﬃng

Navigos GroupJob board and recruitment consultancy

Future Focus Infotech Pvt. Ltd. provides IT
engineer temporary staﬃng services for global
companies oﬀering IT services or products. It
dispatches both local and foreign IT professionals
to clients in India, the US, and the Middle East.

A human resources company with an
overwhelming market share in the job board andrecruitment consultancy business in Vietnam. en
Japan made it a subsidiary in April 2013 and havefurther increased its inﬂuence in the market.

13,564
10,975934

8.5
FY03/22

1,185
860

6.6
FY03/238.7
FY03/24(forecast)Integrated Report 2023

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COMPANY

Other Domestic
Operations
We oﬀer a broad lineup of HR services that provide

BUSINESSSUSTAINABILITY

DATA

INDEX

iroots is a recruitment service targeting recent graduates withstrong academic backgrounds. It enables companies to scout
student candidates directly based on aptitude diagnoses thatquantify personal values and detailed proﬁles that provide visual
representations of their experiences

HR OnBoard is a tool that generates visual representations of
employee turnover risk. It allows users to monitor the conditionsof their employees through automated monthly questionnaires.
HR OnBoard promptly detects signs of employee turnover andencourages appropriate follow-up support.

ZEKU provides a variety of HR Tech services, including
recruitment management systems. ZEKUʼ s services are used bymore than 400 companies, most of them major corporations, andit has captured a leading market share in the temporary staﬃng
industry.

This e-learning system enables users to acquire the mindsets

comprehensive support spanning from recruitment
to post-hiring success and retention. In other areas,
we oﬀer a variety of services including [en] SX,
which leverages our expertise to help clientsachieve sales transformation, and pasture, a cloudservice that enables uniform management of orders
placed with freelancers.

TALENT ANALYTICS provides aptitude tests that generate visual
representations of intellectual abilities, personalities, and values, all qualities
that are diﬃcult to observe through documents or interviews alone. Its services
enable corporate clients to discover human resources who are likely to achieve
success within their respective organizations in short periods of time.

and skills necessary for successful business. It oﬀers more than800 courses and a unique structure that can be easily applied topractical work, thereby supporting corporate HR development.

By delivering the BtoB sales expertise cultivated by en Japan,[en] SX enables client companies to achieve both sales
transformation and improved business performance.

ASHIATO is a background check service that generates visual representations

pasture is a freelance management cloud service that enables uniformof a candidateʼ s work performance by obtaining evaluations from supervisorsadministration of operations associated with contracts, orders,and colleagues at current and previous places of employment. This service

invoices, and payments. All information concerning the placement andsupports the hiring of personnel who are good ﬁts for particular client

receipt of orders is digitized, and the service enables linkage withcompanies and facilitates the success of these candidates post-recruitment.

external web services, such as CRM and accounting software.

Integrated Report 2023

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COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Integrated Report 2023

37

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Initiatives to Reduce Environmental Impact
While the spread of COVID-19 limited our business

Environmental Data

activities, we were quick to promote the shift to

Itemworking remotely for the health and safety of ouremployees. We decided in April 2020 to halve our

GHG and energy
emissions data*1

Main Initiatives
digitizing documents

Conduct business meetings and interviews online

Paper consumption /net sales*2

Include environmental subject matter in

Rate of digitization*3

with human travelcompliance tests for employees

Implement environmental measures such as
the reduction of unnecessary printing andthe establishment of waste separation zones

CO2 emissions scope 1(City gas consumption)

−

−

−

CO2 emissions scope 2（Electricity consumption）

357.2

345.3

286.4

Energy consumption scope 1(City gas consumption)

−

−

−

Energy consumption (scope 2)（Electricity consumption）

3,749.2

3,372.5

3,321.7

Indexed to FY03/19 (100)

13.6

4.2

3.7

Internal approval documents

100％

100％

100％

Stamped documents

83％

100％

100％

MtCO2e/year

MWh/yearto reduce the environmental impact associatedFY03/23

Apr. 2022‒Mar. 2023

MWh/year

Promote paperless operations by sharing data and

FY03/22

Apr. 2021‒Mar. 2022

MtCO2e/year

oﬃce space, which resulted in a signiﬁcantreduction in our energy usage.

FY03/21

Apr. 2020‒Mar. 2021

Note
1. Non-consolidated data of en Japan (calculated for our main oﬃces in Tokyo, Osaka, and Nagoya, based on the emission factors of each contracting company
and emission factors provided by tenant buildings). City gas is not used or emitted in our oﬃces.
2.Non-consolidated data of en Japan (calculated for all oﬃces in Japan) for the ratio of sales to paper usage (indexed to FY03/19 [100])
3.Non-consolidated data of en Japan for the percentage of application work (approval, stamping) performed electronicallyIntegrated Report 2023

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COMPANY

Diversity and Inclusion

Promotion of WomenʼsParticipation and Advancement

To create businesses without being bound by

BUSINESSSUSTAINABILITY●Smart Growth system

returning to work after maternity leave

necessary to have diverse personnel who play an●Babysitter discount system

active role in the Company. We are promoting●Housekeeping service discount system

diversity and inclusion by implementing measures

INDEX●WOMenLABO●Seminars for female employees

uniform viewpoints or traditional stereotypes, it is

DATA

WOMenLABO is a women-led
internal project that was launched
to make en Japan the worldʼsleading company in womenʼsparticipation and advancement.

such as diversifying the career paths of existing

employees, hiring overseas personnel, developing
LGBT-friendly systems, and promoting theDiverse Career Paths

employment of people with disabilities, in addition●Innovator positions●Training program for managerial positions

to ongoing eﬀorts to promote womenʼs●Internal recruitment system

participation and advancement.

GlobalLGBT

View details of our Diversity
and Inclusion program●High-achiever positions

Employment of People
with Disabilities●Borderless appointment of human resources●Same-sex partnership system●Participation in Tokyo Rainbow Pride●Establishment of a special case subsidiary,
Bake de nature

Integrated Report 2023

39

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Facilitating the Participation and Advancement of Women

Through the promotion of“early career advancement,” we are becoming
a company where people can be successfuleven if they take leave.
At en Japan, our core value is the realization of

The reality is that the hurdle to becoming a

Human Growth®. We are making eﬀorts to promotemanager is higher for women than for men.

the participation and advancement of women, as we

However, it is an important opportunity for womenplace importance on enhancing human characterto become managers and participate in thethrough oneʼs working life. We support women indecision-making process of their companies andhaving a variety of career choices through [en]departments. Otherwise, they will ﬁnd themselves

Career Change Info for Women, [en] Temporary

in an even more disadvantageous position. en Japan

Placement Info, and [en] Temp to Perm Info for

conducts an internal project called WOMenLABO,

Women. At the same time, we are working to create

which is aimed at encouraging women to continue

an environment where it is easy for our employees

their careers and increase the number of women in

to advance their careers, by creating systems or

managerial positions.

Megumi Kawai
Managing Director

conducting awareness-raising activities.
The careers of women tend to be interrupted by life

At WOMenLABO, our goal is to make en Japan theevents, such as marriage, childbirth, and childcare.

worldʼs leading company in womenʼs participation
Integrated Report 2023

40

COMPANY

and advancement. What we emphasize is making

them to take a leave, female employees canyoung female employees aware of the importanceincrease their career options after they return toof taking on the challenge of managerial positions

work. As a general rule, we ask employees to returnat an early age, and supporting employees who wish

to the same position they held before taking leave.

to grow through their work even when time

When it comes to shortened working hours, many

constraints arise. We have set up six themes̶such

female employees think that returning to work in an

as for young female employees, for female

administrative position is the norm. However, that is

employees with children, and for male managers̶

not always the optimal choice, because, forand we are also holding subcommittee activities.

example, it may be easier to work ﬂexible hours in a

We run a blog where we post reports on projectsales position. Therefore, we believe in principle

activities and interviews with women who are activethat returning to oneʼs current position is the best

as leaders.

choice in terms of career continuity, too.

BUSINESSSUSTAINABILITY

employees in managerial positions, which is still

one of them is the Smart Growth system. This is alow. Considering how the ratio of male and female

system that enables ﬂexible working through theemployees is 50‒50, it is also ideal to have about

adoption of a ﬂex time work schedule. We have

half of managers be women. The human resources

improved the return rate from maternity leave toindustry is an easy industry for women to work in.

nearly 100% by introducing this system. However, it

We have also created an environment where womenis necessary to meet certain criteria to use thiscan play an active role, so I hope that they will

system, making it crucial to realize “early career

acquire skills and demonstrate their abilities inadvancement.” By acquiring skills and aiming for aorder to contribute to society.

managerial position before life events that require

INDEX

Salary Comparisons under the Smart Growth System“Expected overtime”
pay“Expected“Expected
overtime” pay overtime” pay

Eight
hours

Our goal is to increase the number of female
We are also working on improving our systems, and

DATA

Full-time
work

Six
hours

Six
hours

Smart GrowthsystemShortened
work-hoursystemRatio of female managers

Ratio of female directors

26

25

%

%

Integrated Report 2023

41

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Corporate GovernanceThrough our business, we aim to be a company

Organizational Diagram

General Meeting of Shareholders

that delivers wide-ranging beneﬁts to society,including our shareholders, clients, and other

Selects and dismisses

stakeholders. To this end, we have established anorganizational structure for the entire Group that

Board of Directors

can respond to changes in the businessenvironment. We are working to strengthen andenhance our corporate governance and create afair management system in order to ensure thesound growth of the Group.

View our Corporate Governance Report

Selects and dismisses

Directors

Directors
Appoints,
dismisses,
and oversees

Reports

Audits(Audit and Supervisory
Committee members)

Reports

Audit &
Supervisory Committee

Inquiry

Nomination &Compensation Committee

President &Representative Director

Instructs
Reports

Cooperates
AuditsCooperates
Cooperates

Internal Audit Department

AuditsSelects anddismisses

Accounting
AuditorAﬃliated
companies

Cooperates

Instructs

ReportInternal
Audit Committee
内部監査委員会
AuditsBusiness divisions

AuditsProvide advice,etc.

Attorneys andother external
experts

Integrated Report 2023

42

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Directors (excluding directors who are Audit and Supervisory Committee members)

ExecutiveTeam

Apr. 1995
Jun. 2008
Apr. 2015

Joined Nihon Brain Center, K.K.
Director of the Company
President of the Company
President and Executive Oﬃcer of the Company(incumbent)

Managing Director

ChairmanPresident

Jan. 2000

Megumi Kawai

Michikatsu Ochi

Takatsugu Suzuki

Aug. 1983

Established Nihon Brain Center, K.K.

Jan. 1990

Joined Nihon Brain Center, K.K.

Jan. 2000

Established the Company

Mar. 2005

Director of the Company

Dec. 2000

President of the Company

Apr. 2013

Manager of the Brand Planning Oﬃce of theJun. 2008

Chairman of the Company

Apr. 2015

Chairman and Executive Oﬃcer of the Company

Apr. 2015

Director and Executive Oﬃcer of the Company

Mar. 2022

Mar. 2022Chairman of the Company (incumbent)

Jun. 2021

Managing Director and Executive Oﬃcer of theCompany (incumbent)

Company (incumbent)

Joined the Company

Apr. 2013

Manager of the Websites Planning Division of theCompany

Apr. 2014

Manager of the Digital Product Development Divisionof the Company (incumbent)

Apr. 2015

Executive Oﬃcer of the Company

Jun. 2021

Director and Executive Oﬃcer of the Company(incumbent)

Director

Director

Director

Apr. 2002

Yasushi Numayama

Takuo Iwasaki

Teruyuki Terada

Apr. 2003

Joined the Company

Oct. 2011

Manager of the Metropolitan 1st Sales Group of the
Mid-Career Recruitment Support Division of the Company

Jan. 2013

Head of the Nagoya Branch of the Company

Apr. 2014

Planning Manager of the Mid-Career Recruitment
Support Division of the Company

Apr. 2016

Manager of the Mid-Career Recruitment Media Divisionof the Company

Apr. 2018

Executive Oﬃcer of the Company

Jun. 2021

Director and Executive Oﬃcer of the Company(incumbent)

Apr. 2022

General Manager of the engage Division of the Company(incumbent)

Apr. 2005
Mar. 2015

Joined the Company
Manager of the Sales Department attached to the
Temporary Staﬃng Agency Support Division of theCompany

Apr. 2016

Manager of the Temporary Staﬃng Agency Support

Apr. 2018

Executive Oﬃcer of the Company

Division of the Company

Nov. 2018

General Manager of the Recruitment Consultancy

Apr. 2022

General Manager of the Human Resources Platform

Jun. 2023

Director and Executive Oﬃcer of the Company

Division of the Company
Division of the Company (incumbent)(incumbent)

Integrated Report 2023

43

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Directors (excluding directors who are Audit and Supervisory Committee members)

Executive

Kayo Murakami

Team

Wataru Sakakura

Outside Director

Sep. 1990

Joined AG Company

May 2001

Joined Netyear Group Corporation

Dec. 1996

Mar. 2007

Sep. 2012
Sep. 2013

Mar. 2014
Oct. 2016
Jun. 2020
Jul. 2020
Apr. 2023
May.2023

Established KM Connet Limited Company
Joined Culture Convenience Club Co., Ltd.

Apr. 2001

Joined Corporate Directions, Inc.

Jan. 2013

Managing Director & Partner of Boston

Jan. 2005

Joined Rakuten, Inc.

Apr. 2020

Obtained MBA from the Graduate School ofJun. 2021

Joined Synapse Co., Ltd.

Oct. 2022

Joined P.G.C.D. JAPAN, IncManagement, GLOBIS University.
Outside Director of the Company(incumbent)

Representative Partner of Kazu andCompany LLC (incumbent)

Advisory Fellow, IT Innovation and Strategy

Yuri Hayashi

Outside Director

Joined Boston Consulting Group
Consulting Group

Outside Director

Apr. 2003

Joined Recruit Co., Ltd.

Feb. 2015

Established Yurisha (private business) andJan. 2011

Director and Chief Operating Oﬃcer of One
Capital (incumbent)

Outside Director of the Company(incumbent)

Outside Director of COTEN Inc. (incumbent)

Editor-in-chief of Recruitʼs Suumo Magazine
engaged in public relations and community
development-related projects for various

Mar. 2017

Oct. 2017
Jun. 2022

organizations and companies

Completed coursework for a doctoral degree
at the Graduate School of Media andGovernance, Keio University

Appointed Deputy Mayor of Shijonawate,
Osaka Prefecture

Jun. 2022Outside Director of the Company(incumbent)

Center Okinawa (incumbent)

Outside Director of Sanyo Shokai Ltd.
(incumbent)

Integrated Report 2023

44

COMPANY

Executive

BUSINESSSUSTAINABILITY

DATA

INDEX

Directors Who Are Audit and Supervisory Committee Members
Taisuke Igaki

Team

Naoki Otani

Outside Directo

Toshihiko Ishikawa

Outside Director

Outside Director

Oct. 2001

Registered as an attorney in Japan

Apr. 1999

Registered as an attorney in Japan and joined

Apr. 1977

Joined Ernst & Young LLC (currently, Ernst

Jan. 2008

Registered as an attorney in New York State

Oct. 2001

Joined Nishimura & Partners (currently,

Mar. 1981

Joined Business Brain Showa Inc.

(incumbent)

Jul. 2007

Joined Unison Capital, Inc.

Feb. 1990

Outside Director of Cosmos Life Co., Ltd.

Jun. 2001

Jun. 2013
Jun. 2018

Joined Kitahama Partners

LPC Partner of Nishimura & Asahi LPC
Outside Director of UT Group Co., Ltd.
(incumbent)

Feb. 2009

Supervisory Board of the Company

May. 2010

Outside Member of the Audit andJun. 2020

Jan. 2008

Outside Director of the Company(incumbent)

Dec. 2011

tFeb. 2015
Jun. 2015
Apr. 2016
Oct. 2017

Feb. 2018

Jun. 2020
Jun. 2022

Iinuma & Partners

Nishimura & Asahi LPC)

Director of Unison Capital, Inc.

(currently, Daiwa Lifenext Co., Ltd.)

Outside Director of MK Capital Management

Jun. 1991

Apr. 2009

Ltd. (currently, IDERA Capital Management

Jun. 2014

Outside Director of Minit Asia Paciﬁc Co., Ltd.

Jun. 2021

Ltd.)

Representative Attorney of Japan Business

Jun. 2020

Management Partners Law Oﬃce

Jun. 2022

Corporation (incumbent)

Jun. 2023

Outside Director of Mystar Engineering
Executive Oﬃcer and CIO of Revamp
Corporation& Young ShinNihon LLC)

(currently, Business Brain Show-Ota Inc.)

Registered as a Certiﬁed Public Accountant
Director of Business Brain Showa-Ota Inc.
President of Financial Brain Systems Inc.
President and CEO of Business Brain
Showa-Ota Inc.

CEO of BBS (Thailand) Co., Ltd.

Chairman of Business Brain Showa-Ota Inc.
Outside Member of the Audit andSupervisory Board of the Company
Outside Director of the Company(incumbent)

Jun. 2023Special Advisor to Business Brain
Showa-Ota Inc. (incumbent)

Outside Director of Eagle Retailing Co., Ltd.
Managing Director and Head of Buyout
Investments of Japan Post Investment
Corporation (incumbent)

Outside Member of the Audit and Supervisory
Board of the Company

Outside Director of the Company (incumbent)
Integrated Report 2023

45

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Skill Matrix
Attribute

●

●

◯

●

Director andexecutive oﬃcer

●

◯

●

●

Independent
outside director

●

◯

●

●

●

◯

◯

◯

●

Independent
outside director
Independent
outside director

●

●

◯

◯

●

Outside director(Audit and Supervisory
Committee member)
Independent outside director(Audit and Supervisory
Committee member)
Independent outside director(Audit and Supervisory
Committee member)

●

◯

◯

◯

◯

●

◯

●

●

●

◯

●

●

●

◯

●

New
appointment

Professional
license or
relevant
qualiﬁcations●

Sustainability and
ESG

●

●

Expertise
Finance,accounting,and M&A◯

Risk management,
legal, andcompliance◯Director andexecutive oﬃcer
Director andexecutive oﬃcer

Global business●●

Brand strategy

Toshihiko
Ishikawa●●

Technology anddigital transformation

Naoki
Otani

Sales andmarketing

Audit & Supervisory
Board Members

Taisuke
Igaki

Human resourcesbusiness

Yuri
HayashiCorporate
management

WataruSakakura

Nomination andtCompensation Committee

Kayo
Murakami●●●
Chairman

YasushiNumayama◯●
Chairman

Director

Teruyuki
TeradaTakuo
Iwasaki●

Board of Directors

Managing director
and executive oﬃcer●

Chairman of
the Board

GenderMegumi
Kawai

Michikatsu
Ochi

●
Male
○
FemaleRepresentative director,
president, and executive oﬃcer●

Independence

Takatsugu
SuzukiBusiness experience and knowledge◯〇
Company standard●
Notiﬁcation ﬁled with TSE

Oﬃcer

Titles

●
●

●

●
●

●

MBA, Graduate School ofManagement, GLOBIS University

●

●
●

●
●

●

●
●

●
●

●

●

Attorney in Japan and
New York State (USA)●

Attorney in Japan●

Certiﬁed public accountant andlicensed tax accountant

Note: 1.The above does not represent all the skills, experience, abilities, and other knowledge and expertise possessed by each person.
2.“Experience” in each column means, in principle, having worked in the relevant area or having served in the relevant position for a total of three or more years.

Integrated Report 2023

46

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Compliance
We believe the key word in enhancing the sense of ethics and integrity of our executives and employees is “personal empowerment,” which is one of our management

philosophies. While establishing this philosophy and approach as the pillar of the actions of our executives and employees, we will ensure sound management by further
developing our internal control system (including thorough education on compliance) and making the system function properly.

Risk Management
At en Japan, we consider the following ﬁve risks to be particularly important risks that could impact our business performance: economic ﬂuctuation and employment
conditions, protection of personal information, M&A, internal control enhancement and legal compliance, and service obsolescence brought about by technologicaldevelopment. We are taking the following measures to minimize these risks.
Risk type

Major risks

Risk countermeasures

Economic ﬂuctuation andemployment conditions

・Impact on business performance if the spread of COVID-19 is
prolonged

・Rotating work hours by adjusting the frequency of in-oﬃce attendance depending on the levelof infection spread・Use of online business meeting systems and virtual oﬃce systems

Protection of
personal information

・Legal liability and damage to brand image in the event of serious
problems such as leakage of personal information

・Clariﬁcation of business ﬂow, authority, and organizational structure when handling personal
information
・Thorough familiarization of employees with relevant rules through in-house training

M&A

・Impairment of goodwill and shares in aﬃliated companies in the eventof failure to conduct business development as planned after M&A

・Conducting detailed preliminary investigations and reviews of target companiesʼ ﬁnancial
positions and contractual relationships

Internal control enhancement
and legal compliance・Business risk due to inadequate functioning of internal control
systems
・Lawsuits and compensation for damages due to gross negligence,
fraud, or other violations committed by employees

・Establishment of regulations in accordance with various laws and rules
・Establishment of an internal control system
・Conﬁrmation by the Internal Audit Department of the status of compliance with laws and rules
throughout the Group

Service obsolescencebrought about bytechnological development

・Decline in competitiveness due to delays in providing services tocompete when other companies develop highly innovative newservices

・Construction of a system under which each planning division takes the lead in developing newservices
・Implementation of business and capital alliances and M&A with companies that have newtechnologies and can generate synergies with our services

Integrated Report 2023

47

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Integrated Report 2023

48

COMPANY

Net sales

BUSINESS

Operating proﬁt

67,716
million

ROE

7.2

％

(C ons olidate d ﬁgure s
for F Y03/23)

Total assets

4,249

million

INDEX

4,072

million

2,695
millionShareholdersʼ equity ratio

51,967

DATA

Ordinary proﬁt

Proﬁt attributable to ownersof parent

Key ﬁgures

SUSTAINABILITY

million

Net assets

35,125
millionNumber of employees

66.8

％

3,380

(on a consolidated basis;
as of March 31, 2023)

Integrated Report 2023

49

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Financial Highlights
Net sales

Operating proﬁt(Millions of yen)

67,71670,00052,50048,73356,848

Ordinary proﬁt(Millions of yen)

15,00054,54415,00011,66142,725

7,771

35,000

0

FY
03/19

FY
03/20

FY
03/21

FY
03/22

FY
03/23

0

4,249

FY
03/19

FY
03/20

FY
03/21

FY
03/22

19.6

20

10

17.2

7.2

9.5
FY
03/19

FY
03/20

FY
03/21

10,000

FY
03/22

FY
03/23

0

FY
03/19

8,144

40,000

7,125

6,628
3,502

FY
03/19

FY
03/20

FY
03/21

2,695
FY
03/22

FY
03/23

FY
03/20

FY
03/21

FY
03/22

FY
03/23

Net assets / total assets / shareholdersʼ equity ratio
60,000

5,000

0

4,072

49,85235,46651,896

38,648

Shareholdersʼ
equity ratio

56,21546,644
41,16036,856

51,96735,12577.8%

20,00069.8%
0Total assets

Net assets(Millions of yen)

15,000

10,138
7,939

5,000

FY
03/23

(Millions of yen)

25.8

11,057

10,000Proﬁt attributable to owners of parent

(%)

0

9,633

5,000

ROE
30

11,834

11,005

10,00017,500Ordinary proﬁt

FY
03/19

72.8%

72.2%
66.8％

FY
03/20

FY
03/21

FY
03/22

FY
03/23

Integrated Report 2023

50

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Financial and Non-Financial Data
Financial data

(Millions of yen)

Net sales
Cost of sales
Labor costs
Other
Gross proﬁt
Selling, general, and administrative expenses
Personnel expenses
Advertising and promotion expenses
Other
Operating proﬁt
Ordinary proﬁt
Proﬁt attributable to owners of parent
Capital investment
Depreciation and amortization
Total net assets
Total assets
Interest-bearing debt
Net cash provided by (used in) operating activities
Net cash provided by (used in) investing activities
Free cash ﬂow
Net cash provided by (used in) ﬁnancing activities
Per-share information (yen)Earnings per share (EPS)Book value per share (BPS)
Dividend per share
Financial ratios (%)
Operating proﬁt margin
Return on equity (ROE)
Shareholdersʼ equity ratio
Payout ratio
Non-ﬁnancial data Number of employees (consolidated)
Number of employees (parent)
Percentage of female oﬃcers (%)

2014/3

2015/3

2016/32017/3

2018/3

2019/32020/32021/32022/32023/3

16,755
1,921
1,025
896
14,833
11,392
6,048
2,636
2,707
3,441
3,747
2,789
853
470
17,13522,733
3
3,695(1,165)2,530(60)

19,623
1,931
1,295
635
17,692
13,749
7,460
2,570
3,719
3,943
4,259
2,531
1,456
19,77525,24118
2,533(6,148)(3,615)(609)

26,135
2,396
1,547
849
23,73818,620
9,152
4,769
4,698
5,118
5,047
2,756
977
861
21,11228,558
0
5,791
1,783
7,574
(812)

31,719
3,185
2,011
1,174
28,533
21,677
9,600
5,988
6,087
6,856
6,848
4,005
1,333
1,080
23,64232,9000
7,597(1,927)5,670(1,387)40,710
3,835
2,615
1,220
36,87527,24811,012
8,811
7,424
9,626
9,731
6,366
1,130
996
28,62640,6000
9,458(2,724)
6,734(1,339)48,733
4,682
2,987
1,694
44,051
32,38912,671
10,943
8,775
11,661
11,834
8,144
1,501
1,148
35,46649,8520
10,680(4,556)
6,124(2,237)

56,84810,451
6,616
3,835
46,39735,392
14,197
11,13810,057
11,005
11,057
7,125
1,757
1,289
38,64851,8960
8,044(4,127)
3,917(5,036)42,725
8,566
5,185
3,381
34,15926,387
12,972
5,575
7,841
7,771
7,939
3,502
1,818
1,678
36,856
46,6440
5,652(2,150)
3,502(4,983)54,544
11,501
5,876
5,625
43,04333,40912,871
10,924
9,615
9,633
10,138
6,628
1,975
1,678
41,16056,2150
11,453(3,086)
8,367(1,813)67,716
16,2536,546
9,707
51,46347,213
15,67020,106
11,435
4,249
4,072
2,695
2,753
1,904
35,12551,967
04,447(4,220)227(9,246)62.80
379.5512.25

56.34
437.1716.00

60.79
460.5617.25

88.03
516.9127.60

139.93625.5246.50

178.97762.51
62.80

156.23
834.7474.80

78.19
810.6637.10

147.71903.8970.10

60.98
816.84
70.10

20.5
17.3
75.0
19.5
1,268
705
14.3

20.1
13.8
77.9
28.4
1,803
839
12.5

19.6
14.0
73.4
28.4
2,084
969
14.3

21.6
18.0
71.5
31.3
2,301
1,155
14.3

23.6
24.5
70.1
33.2
2,534
1,365
12.5

23.9
25.8
69.8
35.1
3,351
1,506
12.5

19.4
19.6
72.8
47.9
3,547
1,617
25.0

18.2
9.5
77.8
47.5
2,853
1,407
25.0

17.7
17.2
72.2
47.5
2,928
1,450
25.0

6.3
7.2
66.8
115.0
3,380
1,848
25.0

Notes: The Company conducted a 2-for-1 stock split on April 1, 2016. Per-share data has been calculated based on the assumption that the stock split was conducted at the start of the previous ﬁscal year.

Integrated Report 2023

51

COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Human Capital-Related Initiatives and Indicators
Category

Indicator

Engagement

Acceptance of our philosophy

Employee engagement andretention

Score

Pride in, and loyalty to, the Company

4.14/5

Willingness to contribute to the Company

4.25/5

Understanding and appreciation of our philosophy

93%

Number of online contributions (reports, consultations, and suggestions) submitted annually through Suzuki Juku*1

164

Annual training attendance through Suzuki Juku*1

181

Understanding and acceptance of departmental policies

4.32/5Percentage of employees in their 20s or 30s in leadership (equivalent to assistant manager) positions or higher

89%

Percentage of employees in their 20s or 30s in managerial (equivalent to section manager) positions or higher

77%

Percentage of employees transferred between departments or job types within three years post-recruitment

About one in every three or four employees hired in the past three yearst

Percentage of employees whose CareerSelectAbility® scores increased year on year

81%

Number of job types

30

Percentage of female directors

25%

Percentage of female managers

26%

Female personnel recruitment rate

45%

Remote work ratio*2

100%

Notes: 1.Managed by President Takatsugu Suzuki, Suzuki Juku provides seminars and an online community for candidates pursuing managerial positions. During Suzuki Juku seminars, President Suzuki explains the context and key concepts behind en Japanʼsphilosophy while also sharing some of his own experiences. Through the online community, Suzuki personally responds to reports, consultations, and suggestions submitted by participants, who fulﬁll a central role in disseminating en Japanʼsphilosophy within the workplace. Suzuki Jukuʼs online community has developed into an important forum that helps sustain en Japanʼs co-creation-oriented management.
2.Calculated based on the deﬁnition provided by Japanʼs Cabinet Secretariat through its “Declaration to be the Worldʼs Most Advanced IT Nation” (the ratio of employed teleworkers who work at home all day at least one day per week to the total
workforce)

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COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Domestic Group Companies

en world Japan K.K.

Insight Tech Inc.

en KONKATSU AGENT Co., Ltd.

Tokyo Square Garden 12th ﬂoor

Shinjuku I-land Tower

VORT Nishishinjuku II 10th ﬂoor

3-1-1 Kyobashi, Chuo-ku, Tokyo

6-5-1 Nishi-Shinjuku, Shinjuku-ku, Tokyo

3-23-4 Yoyogi, Shibuya-ku, Tokyo

Business portfolio

Business portfolio

Business portfolio

Recruitment consultancy and temporary staﬃng

Support for product development and marketing

Online marriage consultation, marriage partnerZEKU Corporation

Brocante Inc.

SOC Takanawa Bldg. 7th ﬂoor

Gran Creek 207

Business portfolio

Business portfolio

Recruitment system solutions

Job search engine site for freelance engineers andfor global companies

3-19-26 Takanawa, Minato-ku, Tokyo

processes using “dissatisfaction big data” and AI

matchmaking and counseling25-6 Motoyoyogi-cho, Shibuya-ku, Tokyo

designers

Notes: Insight Tech Inc. and en KONKATSU AGENT Co., Ltd. are
non-consolidated subsidiaries.

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COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Overseas Group Companies
Vietnam

India

India

Navigos Group Joint Stock Company

New Era India Consultancy Pvt. Ltd.

Future Focus Infotech Pvt. Ltd.

Floor 20th, e. town Central Tower,

Swastik Building, Plot No. 246,

Old No 62/1, New No 169

District 4, Ho Chi Minh City, Vietnam

New Delhi-110020, India

Chennai, Tamil Nadu 600034, India

11 Doan Van Bo Street, Ward 13,

Okhla Industrial Estate Phase 3,

Habibullah Road, T. Nagar

Business portfolio

Business portfolio

Business portfolio

Job board operation and recruitment consultancy

Recruitment consultancy

IT engineer temporary staﬃng

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COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Company Information
Company nameen Japan Inc.

Establishment

January 2000

Paid in capital￥1,194,990,000 (as of March 31, 2023)

Stock listing

Tokyo Stock Exchange, Prime Section (Stock code: 4849)

Head oﬃce

Shinjuku I-land Tower 6-5-1 Nishi-Shinjuku, Shinjuku-ku, Tokyo,163-1335 Japan

Number of employees
Business portfolio

3,380 (consolidated), 1,848 (parent) (as of March 31, 2023)
Provision of online services
・HR Tech products
・Recruitment media
・Recruitment consultancy services
・Post-recruitment success and retention support services

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COMPANY

BUSINESSSUSTAINABILITY

DATA

INDEX

Stock Information
Status of Shares (as of March 31, 2023)
Number of authorized shares

187,200,000

Number of issued shares

49,716,000

Number of shareholders

6,012

Major Shareholders (as of March 31, 2023)
No. of shares held

Shareholding ratio (%)

The Master Trust Bank of Japan, Ltd. (Trust account)

6,827,500

16.06

Michikatsu Ochi

4,383,900

10.31

Custody Bank of Japan, Ltd. (Trust account)

3,776,100

8.88

en Human Capital Education Association Inc.

3,060,000

7.20(Figures in parentheses are number of shareholders)

En-Kikaku Ltd.

2,184,800

5.14

Other
corporations
7,419,770 shares (71)

M.O. Soken Ltd.

1,967,000

4.63

Akiyuki Ochi

1,475,200

3.47

THE BANK OF NEW YORK MELLON 140044

1,075,100

2.53

606,200

1.43

603,524

1.42

Shareholder Breakdown

Individuals andothers9,538,943 shares(5,652)(as of March 31, 2023)

Financial institutions
14,021,800 shares (24)

14.92%

28.20%

19.19%
9.80%

1.79%
Securities
brokerage
companies
890,017 shares (36)

Shareholderʼs nameTreasury stock*
4,871,549 shares (1)NORTHERN TRUST CO.（AVFC）RE MONDRIANINTERNATIONAL SMALL CAP EQUITY FUND, L. P.
JP MORGAN CHASE BANK 385839

26.10%
Foreign corporate entities
12,974,521 shares (228)

Note: Shares held in the ESOP trust are included in shares held by ﬁnancial institutions.

Notes: 1.The above list excludes 4,870,949 shares held by the second largest shareholder, en Japan Inc. and 2,320,000 shares held by the sixth
largest shareholder, Custody Bank of Japan, Ltd. (Trust E account).
2.Shareholding ratios are calculated after excluding treasury stock (7,190,949 shares).

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Editorial Policy

To deliver on our purpose, it is indispensable to consider the utilization of both ﬁnancial and non-ﬁnancial capital in a comprehensive manner and carryout integrated corporate activities based on prompt and accurate decision-making. We also believe it is important to faithfully disclose extensive
information on our ideas and corporate activities, thereby securing the understanding of our stakeholders. We will fulﬁll our accountability by disclosing
information in a timely and appropriate manner not only through this report, but also through our corporate website, annual securities report, and othertools.

Scope
To the extent possible, this report covers domestic and overseas en Japan Group companies that are included in consolidated ﬁnancial reporting, butcoverage may diﬀer depending on the information being covered.

Period Covered

April 1, 2022 to March 31, 2023 (FY2022)(However, some sections also partially cover business activity for FY2023.)

Referenced Guidelines
・Global Reporting Initiative (GRI)ʼs “Sustainability Reporting Standards” (2016)
・International Integrated Reporting Council (IIRC)ʼs “International Integrated Reporting Framework”
・Ministry of Economy, Trade and Industry (METI)ʼs “Guidance for Collaborative Value Creation”

Note Regarding Forward-Looking Statements

This report includes statements regarding forward-looking plans and strategies, as well as forecasts and outlooks for the Company and its aﬃliates.
These statements are expectations derived from assumptions and beliefs based on currently available information, rather than historical facts. This
report also includes content regarding risks and uncertainties related to economic trends, consumer spending, market demand, taxation, and othersystems. Therefore, the reader should be aware that actual results may diﬀer from our expectations.
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https://corp.en-japan.com/en/