S (social) initiatives

Since its foundation, CRESCO has believed, "Our asset lies in human resources," and "We are a company that always values human minds." In light of the reality of lower fertility and the aging population that Japan faces and also the status quo of the IT industry with the further increasing mobility of excellent engineers and a further aggravating shortage of human resources, it is considered that 'the acquisition and development of human resources and the development of a workplace environment that employees find easy and worthwhile to work in' are precisely the greatest risks to be managed in ESG initiatives. On the other hand, controlling this risk is considered to lead to growth differential in comparison with other companies in the same industry and to constitute CRESCO's 'strength.'
We also think, "The 'feeling of excitement' opens up the new future beyond imagination," and the Company's management also clearly states that the corporate vision and philosophy should lead not only to the achievement of corporate goals but also to the realization of employee's dreams. CRESCO's employees are always conscious of "what the Company exists for" in acting, and the prevailing mindset among its employees is put this way: "Once it is decided to do something, we are going to work through it together in a united manner." CRESCO believes that it is the way employees work lively with a positive mindset in an open and cheerful corporate atmosphere and the 'feeling of excitement' that provides great energy to a company.

CRESCO regards four kinds of competence; 'qualities,' 'human competence,' 'occupational competence,' and 'technological competence' as prerequisites for exerting one's ability in the course of performing their job duties. Based on the idea that CRESCO's asset lies in human resources, it positively promotes human resource development for improving 'technological competence,' 'occupational competence,' and 'human competence,' working to develop education programs focusing on OJT and improvement in educational environment.
A course for learning basic technology and knowledge on computing and information processing is offered to new graduates expecting to be hired before they join the Company to support them in passing the Information Technology Engineers (national qualification) Examination, which is conducted soon after they join the Company.
Courses for employees include "Technical Skills Education" for learning skills required for each job type, "Basic Business Education" for acquiring an ability to respond to various business situations, "Training by Job Level" for each job level, "Coaching/Mentoring" for learning from role models, and "Ability Improvement Support for Employees" for realizing a desire "to be so and so." Besides, as support for obtaining qualifications, the Company provides subsidies for examination fees, issues a reward for obtaining a qualification, and offers subsidies for training expenses.

Indicators regarding work style, which we perceive to be among important key performance indicators (KPI), are disclosed on the corporate website as "Employees Summary"
Specific information disclosed, displayed in an easily surveyable historical graph format, includes "employee breakdown (including the percentage of female employees, the number of disabled employees, and number of foreign national employees)," "manager breakdown (including the percentage of female managers)," "employee breakdown by age," "average years of service," "new employee breakdown and employee turnover rate (including the percentage of female graduates among new graduates hired)," "average age and annual salary," "monthly overtime work hours and the paid leave utilization rate," and "the number of employees taking childcare leave."

"CRESCO is a company with a focus on people and a merit-based philosophy," the CRESCO Charter proclaims, rejecting any discrimination not based on an individual's own caliber. The concept of 'diversity' is multifarious. It is not only that diversity exists in human resources, workplaces, and organizations; we consider it important to accept each instance of difference and transform it into a force for continuous growth.

CRESCO values 'work-life balance' for managing work and private life (child care, nursing care, self-development, etc.) at one's preferred balance. In the Next-generation CRESCO, a 5-year plan from April 2011 to March 2016 whose theme is an attempt and growth toward the next stage, CRESCO worked to create a mechanism allowing female employees to strive for managerial positions and a workplace environment where female employees can continue to work after marriage and/or child birth under the concept of a "workplace enabling active participation by female employees." The "Program to Support the Reconciliation of Work and Child Care," designed beyond the confines of legal institutions, is utilized by many employees regardless of gender.
CRESCO was certified as a "childcare supporting company" by the Minister of Health, Labour and Welfare, which allowed it to use the "Kurumin" certification logo, for four years in a row from 2010 and was "Platinum Kurumin" certified in 2019 as a Kurumin certified company which made efforts at a higher level. In September 2017, the Company's efforts for promoting women's active participation were recognized as excellent by the Ministry of Health, Labour and Welfare, and the Company was granted the highest Eruboshi certification by the Minister of Health, Labour and Welfare.

Based on the idea that it is necessary to expand the employment of disabled individuals further as diverse human resources driving the Group's growth in the future, CRESCO has regularly hired disabled individuals since 2008. In 2012, a visually impaired new graduate, accompanied by a guide dog, joined the Company, and, subsequently, individuals with hearing impairment and intellectual disabilities also joined the Company. Employees of a department to which a disabled person is assigned are briefed in advance by representatives of the Japan Guide Dog Association and/or a Vocational Skills Development Center on the characteristic of the disabilities of that person, matters requiring attention, the way to follow up, etc. to develop an environment which the disabled person may find it easier to work in.

CRESCO hires individuals irrespective of their nationality.

In pursuit of diverse human resources for the next generation, CRESCO finds a great value in efforts, attempts, and enthusiasm of those who have experience or track record regarding which they believe, "Nobody can beat me," and thus has set up a quota for hiring "unique applicants" who are new graduates since 2013. Applicant categories consist of "sports applicants," "IT applicants," and "unique applicants."

These efforts to maintain and improve the physical and mental health of employees and create a workplace where each and every employee can work safely with the sense of assurance and find it worthwhile to work can be expected to have favorable effects in terms of the Company's reputation and ability to recruit human resources and are also important for the Company's risk management.
In March 2022, the Company was recognized as a "(2022) Certified Health & Productivity Management Outstanding Organizations" under the Certified Health & Productivity Management Outstanding Organizations Recognition Program for three years in a row.

Following a donation to the Japanese Red Cross Society upon the Great Hanshin-Awaji Earthquake, as a part of its social contribution activities, the Company established the CRESCO One % Club as a voluntary employee organization under the theme of "Start with a little thing, something you can do." On the basis of donations by employees and the subsidy from the Company in the same amount as the aggregate donations by employees, the Club donates annually to the Japan Guide Dog Association, the Japan Service Dog Association, Japan Mine Action Service (JAMAS), Japanese Society for Rehabilitation of Persons with Disabilities, KOTSUIJI IKUEIKAI, and J.POSH. When a large-scale disaster or similar incident occurs, the Club donates to local autonomies in affected areas through the Japanese Red Cross Society.
Apart from donations, the Company has supported the Service Dog Festa, held annually in May by the Japan Service Dog Association, every year since 2014.

The Company also actively conducts research and development of new technology through alliances with other companies, industry-academia collaboration, joint research with customers, open innovation, etc. By utilizing such technological capabilities, the Company also supports the use of digital technology in public elementary and secondary schools in Tokyo.
The Company will continue to contribute to social development by actively supporting youth education.