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Human capital management

Ensuring diversity in human resources

Our philosophy of diversity in human resources: Ceres operates in the rapidly changing Internet industry and actively invests in blockchain technology, which has the potential to become a social infrastructure in the future. We believe that diversity in our members is important to build a highly competitive organization that is resilient to change.
Ceres believes that diversity is the inclusion of people with various backgrounds in terms of gender, sexual preference, nationality, race, language, ideology and more.

A human resource development policy that ensures diversity: Ceres values the coexistence of diverse backgrounds and aims to bring out individual’s abilities and turn them into organizational achievements. Organizational management will therefore become more important and difficult.
For this reason, we are enhancing organizational management education and training for leaders and leadership candidates.

An internal environment improvement policy that ensures diversity: In order for staff with diverse backgrounds to make the most of their individual abilities, it is necessary to have a mechanism that allows for each person to share their ideas.
At Ceres, we are designing offices and systems that enable us to create such a mechanism.

Promotion of informal communication

Ceres believes that revitalizing communication among members with diverse backgrounds will facilitate the generation of new ideas and provide an opportunity for new services and business opportunities to be born.
Our offices and various systems are designed to produce this kind of spontaneous communication.

Click here to see our offices. (Japanese text only. )

System for revitalizing communication

In-house party subsidy system (Get-together party): For the purpose of deepening exchanges with other departments, this system provides a subsidy of up to 3,000 yen per person once a month when a party is held between employees.

In-house club activity system: We will subsidize the cost of the activity.
【Main club activities】 Video game club, analog game club, English club, bowling club, etc.

Development of diverse workstyles

Childcare support system

Childcare leave: Employees who live with or care for children in the third grade of elementary school or younger are entitled to 40 hours of time off per year.

Child support: This system provides subsidies equivalent to 40% of the fees for using daycare facilities (up to 30,000 yen) to full-time employees who have children under 3 years of age.

Working from home: Employees who have children in the third grade of elementary school or younger are offered a maximum of three days a week to work from home.

Childcare support for use of babysitting services: This program offers up to eight discount coupons per month for use of babysitting services during working hours are distributed to employees who care for children in the third grade of elementary school or younger.

Working parents support: This system provides monthly support of 20,000 yen to employees who have children under 3 years of age and restricts or limits overtime work over a specified period of time.

Balance between childcare and work: Broader support for shorter working hours for childcare, child nursing leave, and more overtime and late-night work restrictions for childcare than is legally required.(Available for children in the 3rd grade of elementary school or younger. Statutorily, under 3 years of age or until elementary school entrance.)

Flextime system: Ceres has introduced a flextime system.
The system increases the flexibility of working hours and supports diverse members to support both productivity and the personal lives of professionals.

In-person and remote: Ceres has implemented a workstyle that combines office work and remote work to take advantage of both in accordance with the characteristics of each group company's business.
At Ceres, we combine office work with remote work up to twice a week to maximize productivity and emphasize communication within the team.
Yumemi, an engineering-focused group company that supports digital transformation, in principle, allows its employees to work fully remote and concentrate on development.

Welfare system to cover the entire cost of oral contraceptives: One of Ceres' efforts to improve the QoL of its employees is a system to fully cover the cost of oral contraceptives supplied by our wholly owned subsidiary, Salus,inc.
The benefits of oral contraceptives are not only for birth control purposes, but also for improving irregular periods and period pain, and relieving stress caused by irregular periods.
With this system, we support the improvement of work comfort and productivity by reducing physical and mental burdens caused by women's specific symptoms.

Housing allowance: Ceres pays 40% of the rent excluding utility and management fees, etc. (maximum 30,000 yen to 60,000 yen depending on position) for employees who rent an apartment within five stations of the nearest station to the company.
We will help to improve quality of life and work efficiency by reducing the physical, mental, and time burdens brought by commuting.

Creating a system that can demonstrate human resource development and ability

Click here to see the indicators.

Management by Objectives (MBO): Ceres has introduced Management by Objectives (MBO) as an evaluation system. Because members set their own goals, they are expected to increase their commitments and develop staff who take the initiative rather than simply completing the tasks they are given.

Support for skill improvement: At Ceres, in-house training sessions are held as needed according to job type, area of expertise, position, etc. The costs of external training to help members improve their skills are also covered.
In addition, we have several systems to support our members' development, such as a reward system for acquiring qualifications, financial assistance for members who are attempting to master more difficult qualifications, and subsidies for the purchase of books necessary for their efforts.
Group company Yumemi has adopted a number of initiatives and systems to improve the skills of its members, such as declaring itself "the company that conducts the most study sessions in Japan."

Expand career opportunities: Ceres has established a system that allows each employee to choose the career path best suited to them.
In addition to management positions, we also provide employees with options to grow in their areas of specialization so that they can choose a work style that suits them best.Employees who aspire to become specialists are eligible for specialist position allowance as they work to improve their skills.
For employees in management positions above the rank of leader, managerial position allowance is provided.

Culture of challenge: Ceres has incorporated a program for new business planning that utilizes its own management resources in training sessions for new graduates joining the company. Proposed projects can be presented to the directors and executive officers, and if accepted, the project can be launched and promoted by the person who initially proposed the project.
In addition, there is a culture in which proposals are proactively made to directors on a daily basis regarding business, systems, structures, etc. that will benefit the company.
Group company Yumemi has three unique systems called the C.xO system, executive officer system, and director challenge system. These systems allow members to try company roles such as executive officer or director. In fact, there is a member who graduated only two years ago who has served as a legal director from their first year.
By daring to put ourselves in a unique position, we are expanding our members' perspectives and at the same time challenging ourselves to create new business possibilities by incorporating different perspectives into the business philosophy.

Click here to see data on human capital.

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