We have established and disclosed our “Corporate Governance Guidelines” to clearly define our fundamental approach, framework, and operational policies regarding corporate governance within the Company.
Corporate
Governance
Corporate Governance
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System Diagram Organizational Chart
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Policy for Antisocial Forces Basic Policy Concerning Antisocial Forces
Arealink Co., Ltd.
Yoshika Suzuki, Representative Director and President (CEO)
Arealink Co., Ltd. has established a basic policy concerning antisocial forces to maintain public trust, fulfill corporate social responsibility, ensure sound business practices, and guarantee safety.
In conjunction with our market transfer to the Tokyo Stock Exchange’s Second Section in May 2020, we have further strengthened our governance and compliance framework. As part of this strengthened compliance framework, we have bolstered our cooperation with the police and external specialized agencies. In relation to this, we have appointed Mr. Hiroyuki Ogushi, a former member of the Metropolitan Police Department, as our Compliance Officer to help reinforce our framework, and we are also establishing a basic policy concerning antisocial forces.
To be a company trusted by society, we will implement the following initiatives.
1. Ensuring the Safety of Executives and Employees
By establishing explicit grounds in internal regulations and codes of conduct, we will reject any involvement with antisocial forces while ensuring the safety of our officers and employees.
2. Partnering with External Specialized Agencies
Dealing with antisocial forces shall not be the sole responsibility of designated personnel or departments. Instead, the entire organization shall respond promptly in collaboration with external specialized agencies such as the police and lawyers. To ensure we can obtain the appropriate advice and cooperation in the event of ever facing unreasonable demands from antisocial forces, we maintain close collaborative relationships with external specialized agencies such as the police, the Anti-Organized Crime Campaign Center of Tokyo (supporting member), and lawyers.
3. Severing Ties
We will sever all ties with antisocial forces.
4. Legal Response
We will not comply with any unreasonable demands made by antisocial forces and will take immediate legal action when necessary.
5. Prohibition of Secret Transactions and Funding
We will not provide any funding or engage in any secret transactions with antisocial forces.
Established on February 23, 2018
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General Employer
Action Plan
General Employer Action Plan
Intent of the Action Plan
To enable employees to balance their work responsibilities with family and childcare responsibilities, and to create an environment where all employees can work comfortably and fulfill their potential, we will formulate an action plan as follows.
Period of Plan
April 1, 2023 to March 31, 2028
Details
Objective 1
Implementation of measures to ensure the good health of female workers during pregnancy and after childbirth
Measures: Promote awareness of programs and establish information provision and consultation systems
Objective 2
Implementation of measures available to workers raising children
Measures: Establish a system for making work start- and end-times earlier or later
Objective 3
Raising awareness of systems based on the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members
Measures: Promote awareness of various systems such as childcare leave benefits under the Employment Insurance Act and prenatal and postnatal leave under the Labor Standards Act. Implement childcare leave systems that include fixed-term employees.
Objective 4
Revision of work styles
Measures: Implement measures to reduce overtime work and encourage employees to take annual paid leave. Introduce location-independent work styles such as telework.
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Women's Action Plan General Employer Action Plan Based on the Act on the Promotion of Women's Active Engagement in Professional Life
Intent of the Action
To establish an employment environment where all employees, regardless of gender, can thrive, we will formulate an action plan as follows.
Period of Plan
October 1, 2024 to September 30, 2029
Our Challenges
Looking at the entire workforce, women make up a high proportion and are already active in various departments, but the percentage of full-time female employees is lower than that of men.
Objective
Increase the proportion of full-time female employees to 38% or more.
Implementation Period and Initiative Details
- From October 2024
Actively promote through company briefings and other events featuring female employees who successfully balance work and childcare - From April 2025
To support work-life balance, regularly promote greater understanding and raise awareness among managers of childcare-related programs - From October 2025
Regularly inform all employees about childcare-related programs during company training - From April 2027
Review the criteria for the full-time employee recruitment system and revise related regulations as necessary
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