Materiality
Materiality
Process for Identifying and Reviewing Materiality
Step 1：Enumerate social issues and analyze risks and opportunities
Compile a list of social issues by reference to international guidelines, macro trends in specialized fields, and so forth; then analyze risks and opportunities based thereon
Step 2：Prepare draft (amendments to) materiality
Prepare draft (amendments to) materiality in keeping with dip’s Philosophy by assessing the level of importance of each item from two perspectives—elements of social issues and elements for raising dip’s earning power—and taking stakeholders’ views into account
Step 3：Adopt or amend materiality
Decide on materiality at a Board of Directors meeting following deliberation by the Sustainability Promotion Counci
Identified Materiality
We identified four items of business materiality and two items of management foundation materiality to achieve our vision. We will strive to create social and economic value and aim to continuously improve dip’s corporate value with all employees working together under our Philosophy and contributing to resolving social issues based on materiality.
Description of materiality
For more information on materiality, please visit the following URL
https://www.dip-net.co.jp/files/1911
Non-financial KPIs related to social value created by "dip30th
At dip, the Sustainability Promotion Council is proceeding with discussions on the formulation of KPIs to measure the targets and progress toward each theme of materiality.
Currently, the following non-financial KPI targets have been established, and efforts are being made to achieve the targets.
| KPI | Result | Targets | |||
| FY’23/2 | FY’25/2 | FY’27/2 | |||
| Created of diverse employment opportunities Elimination of employment mismatches | High-quality jobs that meet the needs of diverse occupations, job types and work styles※1 | 1.33million*1 | Maintain No.1 in the market | 1.68million*1 | |
| Number of jobs welcoming seniors | 310,000*1 | 400,000*1 | 450,000*1 | ||
| Number of jobs that allow flexibility for childcare/nursing care | 510,000*1 | ‐ | 800,000*1 | ||
| Number of jobs available to foreigner workers/foreign students | 140,000*1 | ‐ | 300,000*1 | ||
| Number of jobs accepting high school students | 150,000*1 | ‐ | 150,000*1 | ||
| Number of workers in the medical, nursing care, and social-welfare industries※2 | 10,000 people | ‐ | 2.5000 people | ||
| Improving human resources ,economic productivity ,and Creation of rewarding workplaces | Number of companies that have introduced DX and are subject to billing in the areas of recruiting, human resources, and sales promotion | 12,000 companies*1 | ‐ | 30,000 companies*1 | |
| Number of jobs for which hourly wage increases or other improvements have been realized※3 | 990,000*1 | 1million*1 | 1.25million*1 | ||
| Promoting DEI Respect for human rights | Jobs without age bias in hiring (number of jobs with optional age input) | 130,000*1 | ‐ | 650,000*1 | |
| Employment Opportunities for People with Disabilities | One-off campaign | Year-round campaign | Year-round campaign | ||
| Certified as a provider of excellent recruitment information | Acquired | Acquired and extended | Acquired and extended | ||
| Number of cases violating labor laws and regulations | 0 | Maintain 0 | Maintain 0 | ||
| Prohibit all postings that may be considered human rights violations | Already implemented | Continued to implement | Continued to implement | ||
| Response to the climate crisis | GHG emissions from all offices and data centers | 49 % reduction in Scope 1 + 2 (February 2020 comparison) | Scope1+2 and data center virtually zero *2 | Scope1+2 and data center virtually zero*2 | |
| Strengthening human capital connected with Philosophy | Engagement Index※4 | 3.84 | 4.0(out of maximum 5) | 4.2(out of maximum 5) | |
| Percentage of female employees hired as new graduates and later promoted to management positions | 43.5% | 50% | 50% | ||
| Percentage of females in management positions | 34.4% | 40％ | 40% | ||
| Percentage of female employees taking childcare leave | 98.3% | 100% | 100% | ||
| Percentage of female employees returning to work after childcare leave | 100% | 100% | 100% | ||
| Percentage of male who take childcare leave | 92.5%*3 | 100% | 100% | ||
| Percentage of employees with disabilities | 3.0%*4 | Legal employment ratio*4 or higher | Statutory employment rate*4 or higher | ||
| Percentage of paid leave taken | 59.4% | 80% | 80% | ||
| Average overtime work | 23.0 hours/month | 20 hours or less/month | 20 hours or less/month | ||
| Job turnover rate | 12.6% | 10.0％ | 10.0% | ||
| Training time | New graduate training | 326hours | Continue to expand | Continue to expand | |
| New manager training | 52hours | ||||
| Next generation leaders development training | 143hours | ||||
| Strengthening governance | Percentage of independent directors | 2/3*5 | 2/3 or more | 2/3 or more | |
| Percentage of female Directors | 55.6％*5 | 50% | 50% | ||
| Number of material legal violations | 0 | Maintain 0 | Maintain 0 | ||
| Compliance training and testing participation rate | 100% | Maintain 100% | Maintain 100% | ||
| Number of investor interviews | 367/year | 500/year | 550/year | ||
※1: Includes videos, work experience functions, and messages from "dip san".
※2: Total number of people determined by agency services and the number of workers from media services (in-house estimate).
※3: Hourly wage increases, continuous service bonuses and celebratory gifts for new hires
※4: Index in our ES survey
*1: End of February
*2: Scope 1 and Scope 2 (city gas and electricity for all offices; from FY23/2, the scope of calculation includes recreation facilities and data centers)
*3：Calculated based on the Childcare and Family Care Leave Law, the percentage of employees taking childcare leave, etc. and leave for childcare purposes as stipulated in Article 71-4, Item 2 of the Enforcement Regulations.
*4: As of June 1 (as of the time of the Report on Employment Status of Persons with Disabilities, Ministry of Health, Labour and Welfare), the statutory employment rate for private companies is 2.3%(revised in March 2021).
*5: As of May 31, 2023
Progress towards our targets for the fiscal year ending February 2025