Diversity

Approach to Securing Diversity

DeNA states its commitment to continually deliver new Delight that is globally recognized by fully leveraging the unique characteristics of each challenge-driven employee. Furthermore, as part of the "DeNA Promise," which sets out our commitment to society in our Values, we uphold the respect for and welcome of diversity under the theme of "Providing Growth Opportunities for Diverse Employees."
Our fundamental philosophy is to earnestly commit to ensuring diversity as it is essential for delivering Delight to society and for the sustained enhancement of corporate value. We believe that this diversity maximizes the potential for new challenges by enabling individuals—based on their background, experience, skills, and personality—to bring different strengths and multi-faceted perspectives to the organization. While acknowledging that attributes such as gender, nationality, and hiring route have a certain correlation with this individual diversity, we place emphasis on ensuring that these attributes themselves do not hinder the full realization of diverse individuals' abilities.

Based on the philosophy mentioned above, we do not focus solely on quantitative indicators, such as the number of employees based on attributes like gender, nationality, and hiring route, when it comes to securing diversity. We aim to achieve a state where all diverse employees, regardless of their personal attributes, feel that they are actively contributing and fully able to exert their strength in delivering Delight.

Regarding the assurance of diversity, we implement initiatives tailored to the characteristics of each group company and mutually share this knowledge within the group, thereby promoting the optimal measures for each company.

As part of this effort, since 2021, we have conducted the "Survey on the Environment for Diverse Personnel Success" targeting all full-time employees (including employees seconded to the Company). This survey analyzes whether employees feel difficulty in being successful—such as being overlooked for important positions—due to attributes like gender, nationality, or hiring route.

In the latest survey conducted in February 2025, the ratios of respondents (1,183 out of 1,583 full-time employees affiliated with the Company, including those seconded to the Company) who belong to the respective attributes (female, non-Japanese nationality, or mid-career hire) and felt difficulty in being successful because of that attribute were as follows:
Reason of being female: 13.0% (37/285 respondents)　Reason of non-Japanese nationality: 27.0% (20/74 respondents)　Reason of mid-career hire: 10.2% (92/900 respondents)
The results from the previous survey conducted from October to November 2023 were as follows:
Reason of being female: 11.9% (30/252 respondents)　Reason of non-Japanese nationality: 16.1% (10/62 respondents)　Reason of mid-career hire: 11.1% (88/795 respondents)
Since FY2022, we have been continuously implementing initiatives such as training for officers and employees to raise awareness and improve unconscious bias, and harassment training that includes content encouraging improved consciousness about the words used in conversation. Furthermore, since FY2021, we have conducted an onboarding program for all mid-career hires, aimed at promoting understanding of our MVV, which prioritizes diversity, and fostering mutual understanding among diverse employees.

Based on the results of this latest survey, we will continue to pursue various initiatives and environmental improvements to ensure all diverse employees can thrive, with the aim of lowering the ratio of employees who feel difficulty in being successful across all question items.

Enhancing Coordination Between Managers

In order to ensure diversity, it is also essential to improve management skills.
At DeNA, we offer a program called the Manager Community as a place where managers who do not normally come into contact with each other in the course of their work can learn from and enhance each other's skills in order to encounter different perspectives. The program offers coaching courses and opportunities for dialogue among managers to improve their skills and share knowledge.

Initiatives to Support Employees in Balancing Both Work and Life Events

Initiatives to Enhance Flexibility of Working Locations and Times

In addition to promoting a transformation of the conventional working style, DeNA is working to create an office environment that allows flexible work by combining work at the office and remote work depending on the nature of the work, and create the optimal work environment for the post-COVID-19 era. In addition, we have a multi location system that allows employees to flexibly choose where to work from depending on the situation and, work from a distant location (application required). Starting in June 2022, we have also introduced a system to change the limit of commuting transportation expenses to make it easier for employees who live far from the office to come to work, and to provide actual expenses* without a daily limit. Through these efforts to set up a conducive environment, we now have over 200 employees living in distant locations.
As part of our digital transformation (DX) initiatives, we are also steadily digitizing work that previously had to be done in the office, such as finalizing contracts and submitting expense reports. In addition, we are implementing technical measures to ensure information security in a remote work environment.
On the other hand, the office as a gathering place is of great importance. We moved to a new office in Shibuya Scramble Square in August 2021 and at the same time set up our Yokohama office in the expectation that employees could gather in these physical co-creation spaces to engage in high quality offline communication.
The new offices have a free address system rather than assigned desks, and the office space has been designed to accommodate various uses, including co-creation spaces, lounges, and personal booths.
In order to create a suitable combination of remote and office work, we have updated our personnel system by expanding our workplaces and introducing a remote work allowance. We also provide support for the use of shared offices, trial workation policies, and work locations for people who live in distant areas (for example for those who are traveling for work or for childcare or family reasons) as well as opportunities to employee personal interactions.
We have introduced a super flex time system working hours (No core time requirements, with ability to switch work between weekdays and weekends on a per-hour basis. In this work system individual employees can choose their working hours in line with their lifestyle.), which allows employees to work flexibly according to their individual duties and work-life balance. In addition, we continue to proceed with the side job system and systems for securing new team members.
*There is a monthly limit. Supervisor approval is required and may not be granted for some jobs.

Promoting Employment of People with Disabilities

The DeNA Group creates opportunities for many people with and without disabilities by providing an environment in which team members can engage in work responsibilities in a way that suits their individual personalities. In particular, in order to encourage more people with disabilities who are willing to work, the Niigata Customer Support Center started a work-at-home program in FY2015 as an option for those who want to work but have difficulty commuting. In 2020, we established a subsidiary company, DeNA Business Communications Co., Ltd., in Niigata City, Niigata Prefecture, which is responsible for customer support and other operations outsourced by the DeNA Group, to expand employment opportunities for people with disabilities and enhance the support system for a comfortable working environment. In addition, as a part of the DeNA benefits program we provide massage services, and we employ visually impaired people to provide this treatment on a daily basis to improve employee productivity. The employment rate of persons with disabilities for FY2024 is 2.8%. With the diversity of our employees as a source of strength, DeNA will continue to promote the employment of people with disabilities in order to contribute to a society in which as many people with disabilities as possible can live independently in the society.
Niigata Customer Support Initiatives

Support for Employing Foreign Nationals

The DeNA Group provides a wide range of services to diverse users. In order to deliver Delight to users not only in Japan but also around the world beyond their wildest dreams, as we state in our mission, we need to leverage the abilities of employees from various cultural and national backgrounds. DeNA supports non-Japanese employees in their daily work and life in Japan, and promotes the creation of an environment that facilitates their performance. We believe that taking advantage of differences in thinking and sensibilities coming from differences in nationality and culture will be a strength for DeNA to continue to innovate in the future.

Confirmation of Compliance in Employment and Labor Matters at Overseas Offices

As laws that differ from those in Japan may apply overseas, the DeNA Group strives to ensure thorough compliance with local laws and regulations in our overseas operations. We aim to be a company that is trusted by all of our stakeholders and thoroughly adheres to compliance.