Our goal is to create a rewarding workplace by developing human resources, improving welfare, and promoting diversity.
The Keystone of Diversity
We have established an environment and systems that enable diverse work styles. In addition, to promote women's activities and work-life balance, we are actively promoting the creation of a workplace environment that makes it easier for everyone to work.
Role of Female Managers
Director and Chairman Emeritus of our company, Keiko Erikawa is involved in management as a co-founder with her husband, Chairman & Chairman of the Board of Directors of our company, Yoichi Erikawa. She also participates in CG design, finance, welfare, human resources, and other areas while maintaining her household. She has broken through various social barriers by creating the world's first game for women and establishing the Ruby Party brand with a multimedia approach. Chairman Erikawa is the driving force behind the women in KOEI TECMO Group. Furthermore, she has been a long-time proponent of copyright protection for game software and contributed greatly to the international expansion of the gaming industry. With her achievements in having helped establish seven corporations, she received the Medal with Blue Ribbon in 2015. She continues to broaden her range of activities as a female manager and External Director for the Softbank Group.
Director and Chairman Emeritus Keiko Erikawa
Managing Director & CSuO Mei Erikawa
Maintaining a Work-life Balance
The KOEI TECMO Group has established a system to support women's careers and a positive work-life balance. The system includes childcare and childbirth leaves of absence. It also provides support for employees to return to work, fostering a corporate culture that encourages both men and women to take these leaves of absence and takes into account each individual's career path. We also provide a childbirth bonus (100,000 yen for the first child, 200,000 yen the for second child, and 2 million yen for the third+ child) and activities for the community of working mothers and fathers, "Penguin no Kai", a part of the employee's co-op organization "KT Kai".
Women in Management Positions
One of the KOEI TECMO Group standards is fair evaluations and treatment for all employees. Advancements and assignments are ability-based, with everyone being given a fair chance. In addition to providing an environment conducive to work, we have also arranged other support for advancing the careers of our female employees. Through this, we work to increase the role of women in the company, and improve the ratio of female managers and executives.
Human Resource Development
We develop human resources who can succeed globally. For new employees, we carry out training with well-developed curriculum. We offer a variety of training programs, such as overseas study training to allow employees to experience global trends at international events, and position-specific training to help employees develop management skills necessary for each step (young employees, mid-level employees, executives, etc.). We also provide financial assistance for seminars and correspondence courses to encourage employees to improve their skills.
Health and Productivity Management Outstanding Organization
For the second year in a row, the KOEI TECMO Group has been recognized as a "Health and Productivity Management Oustanding Organization (Large Enterprise Category)" by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi.（2025,2026）
Certified Organizations:
KOEI TECMO HOLDINGS
KOEI TECMO GAMES
KOEI TECMO WAVE
KOEI TECMO NET
KOEI TECMO QUALITY ASSURANCE
Commitment to Employee Health and Well-Being
The KOEI TECMO Group slogan, Level up your happiness, symbolizes our commitment to raising the joy and well-being of our fans and customers around the world. Above all, we are committed to ensuring the mental and physical health of our employees, enabling them to perform at their best. We promise to support the welfare of our employees and their families by continuing to implement and improve our measures to address health challenges. This commitment to health and happiness will enable us to reach our vision of becoming the World's No.1 Digital Entertainment Company.
Mei Erikawa, Managing Director & CSuO
〈Health Management Structure〉
Accomplishments
Comprehensive employee training
Implementation of training programs: new employee training , follow-up training, "brother" system, mid-career training, rank-specific training, management training, and producer training.
Introduction of a variety of learning opportunities: lectures by external lecturers, diversity external lecturer training, internal lectures and study sessions on expert knowledge and latest technology, external seminars, English lessons, and online education.
Compliance training: harassment training, intellectual property (trademarks and patents) training, contracts, and legal training, and subcontract law training.
Participation in meetings on cutting-edge technology: CEDEC (online), overseas auditing training (GDC).
Environment and systems that enable diverse workstyles
Remote work environment tools: SSL-VPN, communication tools and video conferencing system, high-speed communication lines, and security measures.
Hybrid work system efficiently combining working from home/office to counter the coronavirus pandemic: implemented a flex-time system with no core times and reduced work time.
Actively promoting childcare and childbirth leave. 【FY2023 Accomplishments】 Percentage of female employees taking childcare leave: 100% Percentage of male employees taking childcare leave: 64.9％
Proactive taking of paid annual leave. 【FY2023 Accomplishments】 Paid leave acquisition rate: 84.9% Number of days taken as paid annual leave per person: 20.7days
Established a system to ensure work opportunities up to the age of 70.
Certified by the Yokohama Good Balance Company
Establishing a long-term workplace
【FY2023 Accomplishments】 Ratio of persons leaving their jobs (full-time employee/contract employee): 5.1％ Ratio of new employee 3 years later leaving their jobs: 4.8％
Work-life balance through the promotion of work efficiency
Reducing working hours by introducing a hybrid work system, improving operational efficiency, promoting DX, and providing labor management support systems.
Promoting multiple career paths
Promoting the advancement of personnel with advanced expertise, skills, and work experience as a group of Experts and establishing a system to enhance their expertise and encourage their activities.
Highly specialized study sessions by a group of expert professionals who share their own experience and expertise.
Established KOEI TECMO QUALITY ASSURANCE in 2020, and developed a system for promoting and rewarding employees (QA specialists) and new career paths for game developers in the expanding need for quality assurance (QA) work.
Implemented training for QA staff and new employee training.
Established an in-house recruitment policy.
Held career stage training for employees in their 50s.
Training for personnel for overseas development subsidiaries
Strengthened our development stance through actively nurturing personnel and promoting CG production in overseas development subsidiaries.
Improving company cafeteria, dormitories, housing, recreational facilities
Construction of company-owned dormitories and housing buildings.
Expanding employment of personnel with foreign citizenship
【As of the end of March 2024】 Ratio of foreign national employee through regular recruitment: 13.3％
Working condition and incentives
Achieved eight consecutive years of base salary increase (as of June 2023).
Provided awards and bonuses for outstanding developers and projects.
Hosted free lunches to celebrate achievements while taking precautions against the corona-virus.
Operated a support program for repaying student loans.
Raised the starting salary for new graduates to 305,000 yen (as of June 2023).
Support system for employees
Offered easier access to the harassment consulting service by setting up additional communication tools and groupware.
Promoting health managements
Implemented counseling service via e-mail and online.
Provided company assistance for vaccinations for the corona-virus and influenza.
Childbirth bonus policy
First child (100,000 yen) Second child (200,000 yen) Third child (2 million yen)
Modern slave response
Compliance with laws and regulations.
UK Modern Slavery Act 2015 Transparency Statement
Include a clause requiring compliance with the Modern Slavery Act in templates for contracts with suppliers regarding human rights in procurement.
