Materiality

Materiality

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.

For more information on materiality, please visit the following URL
https://www.dip-net.co.jp/files/1911

Process for Identifying and Reviewing Materiality

dip identified its materiality in the fiscal year ended February 2023, and have been continuously reviewing it based on trends in the international community and feedback from stakeholders. During the fiscal year ended February 2024, we reviewed our materiality in light of the impact of advances in AI and other technologies on the labor market in Japan and incorporated them into, our medium-term management plan ‘dip30th.’ In the previous review, we evaluated and thoroughly discussed the impact of advances in AI and other technologies on the labor market, users, customers, and the Company. The discussions did not lead to any changes in materiality items, but the results were reflected in the descriptions of materiality, and initiatives are already under way accordingly.


Step 1:Selection of social issues
We compiled a list of social issues by reference to international guidelines, macro trends in specialized fields, requests from the ESG evaluation organization, our philosophy, opinions from experts and so forth; then analyzed risks and opportunities based thereon.

Step 2:Assessment and identification of issues
We prepared a draft (amendments to) materiality in keeping with dip’s philosophy by assessing the level of importance of each item from two perspectives—importance from the perspective of social sustainability and importance from the perspective of dip’s sustainability (in terms of finance)—and taking stakeholders’ views into account.
However, we decided to leave “climate change,” which currently has limited importance from the perspective of dip’s sustainability (in terms of finance) but is highly important from the perspective of social sustainability, on the draft materiality list.

Step 3:Dialogue with experts
We held dialogue with experts regarding the draft (amendments to) materiality and confirmed its validity.

Step 4:Resolution of the Board of Directors
We reflected the draft (amendment to) materiality in our medium-term management plan and finalized materiality after deliberation at the Sustainability Promotion Council meeting and with a resolution of the Board of Directors.

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.


KPIResultTargets
FY’24/2FY’25/2FY’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※11.39million*1

 No.1 in the

1.68million*1
Number of jobs welcoming seniors
0.38million*1400,000*1
450,000*1
Number of jobs that allow flexibility for childcare/nursing care0.61million*1800,000*1
Number of jobs available to foreigner workers/foreign students
0.17million*1300,000*1
Number of jobs accepting high school students0.13million*1150,000*1
Number of workers in the medical, nursing care, and social-welfare industries※223,000 
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 promotion14,000
 companies*1
30,000
companies
*1
Number of jobs for which hourly wage increases or other improvements have been realized※31.09million*11million*11.25million*1
Promoting DEI
Respect for human rights

Jobs without age bias in hiring (number of jobs with optional age input)
0.41million*1
650,000*1
Employment Opportunities for People with Disabilities
One-off 
campaign
Year-round campaignYear-round campaign
Certified as a provider of excellent recruitment information
AcquiredAcquired and extendedAcquired and extended
Number of cases violating labor laws and regulations
0Maintain 0Maintain 0
Prohibit all postings that may be considered human rights violations
Already implementedContinued to implementContinued to implement
Response to the climate crisisGHG emissions from all offices and data centersScope 1+2
73% reduction
 (Compared with FY’20/2)
Scope1+2 and data center virtually zero *2
Scope1+2 and data center virtually zero*2
Strengthening human capital connected with PhilosophyEngagement Index※4
3.964.04.2
Percentage of female employees hired as new graduates and later promoted to management positions
45.2%50%50%
Percentage of females in management positions
36.2%40%40%
Percentage of female employees  taking childcare leave
100%100%100%
Percentage of female employees returning to work after childcare leave98%100%100%
Percentage of male who take childcare leave100%*3100%100%
Percentage of employees with disabilities2.2%*4Legal
 employment rate*4 or higher

Statutory employment rate*4 or higher
Percentage of paid leave taken72.5%80%80%
Average overtime work19.8
hours/month
20 hours or less/month
20 hours or less/month
Job turnover rate13.7%10.0%10.0%
Training timeNew graduate training326hours
Continue to expand
New manager training52hours
Next generation leaders development training150hours
Strengthening governancePercentage of independent directors 2/3 *52/3 or more2/3 or more
Percentage of female Directors55.6% *550%50%
Number of material legal violations0Maintain 0Maintain 0
Compliance training and testing participation rate
100%Maintain 100%Maintain 100%
Number of investor interviews393/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(maximum 5)

*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 2.5%(revised in April 2024).
*3: As of May 31, 2024

Progress against materiality