Mercari Group commits to respecting the human rights of all people working at our organization, from executives to employees (including part-time and temporary employees), as well as subcontracted and outsourced partners. We will maintain a working environment without discrimination or inequality of opportunity based on factors such as (though not limited to) gender identity, gender expression, sexual orientation, religion or creed, neurological characteristics, physical ability, ethnicity, nationality, race, or age. This commitment is guided by the principles set forth in the International Bill of Human Rights and ILO Declaration on Fundamental Principles and Rights at Work.

At Mercari, we give members the freedom to choose where and when they work. Each individual and team can choose the work style that best enables them to demonstrate our company values and optimize their performance.

A dedicated team that provides various programs to help our members improve their language skills.

Our team dedicated to translation and interpretation. They bridge the language gap so that our diverse members can communicate smoothly.

This is an original Mercari training program that teaches participants how to communicate in a way that considers the language abilities of the other party.

A team building session to better understand the reasons behind some of the communication issues commonly found in teams with members from different cultures and nationalities.

I&D involves complex social and structural challenges that cannot be solved through Mercari’s efforts alone. In order to share what we learn with the community, we have published the following content.

A training program with the goal of ensuring that participants recognize unconscious bias so that it does not influence their own decisions and communication.

Facilitator guide
Workshop slides

A training program developed in-house with the goal of increasing company-wide understanding toward LGBT+ individuals. The training was reviewed by third-party consultants specializing in LGBT+ issues and is currently held for all employees.

Slides
Slides with script

A software engineering training program for gender and sexual minorities in the tech industry, held by Mercari for participants outside the company.

Mercari is home to members of over 50 nationalities, and many of them made the move to Japan in order to join our team.  To help these members navigate their new lives in Japan, Mercari offers a relocation package that covers every major step of the process such as moving, applying for a work visa, and finding accommodations in Japan.

Underrepresentation of women is an issue particularly in the fields of science and engineering. That is why we have formed a partnership for education with Kamiyama Marugoto College of Design, Technology, and Entrepreneurship, aiming to strongly promote I&D across Japan.

Process KPIs are targets we set for candidate pools to improve the selection process to enhance diversity within the organization, rather than focusing on the end result. By focusing on the process rather than the results, we ensure that we provide equal opportunities to diverse talent in our hiring and promotion processes. Based on this policy, we set process KPIs for our hiring, appointment, and promotion candidate pools and monitor these KPIs continuously. Every six months, we identify issues and formulate and carry out action plans across the organization to address them.

The three process KPIs, listed below, are monitored separately for engineering positions and non-engineering positions.

• Process KPI 1: Percentage of women in hiring candidate pools
• Process KPI 2: Percentage of women/employees of foreign nationality considered for appointment to management positions
• Process KPI 3: Percentage of women/employees of foreign nationality considered for promotions to high grades

*We define “hiring candidate pools” as the candidates who pass document screening in our hiring process.

Analysis conducted shows that our process KPIs roughly correlate with the percentage of women hired, promoted, and appointed to management positions. This supports our hypothesis that diversifying the candidate pool naturally diversifies the results as well.

We implemented periodic pay-gap monitoring using regression analysis as part of our mechanisms to provide competitive compensation regardless of our membersʼ attributes.

We created the “Bold Choice” internal job board, which allows employees to anonymously apply to open positions within Mercari Group in order to systematically ensure equal access to career-critical roles.

In 2019, we established our I&D Team because we believe that inclusion and diversity are essential for Mercari to achieve its mission to “circulate all forms of value to unleash the potential in all people.”

Since January 2021, we have operated the “I&D Council” internally in order to further promote inclusion and diversity. We established the council as a forum for discussing I&D topics across Mercari Group’s entire organization, focusing on the most important points relative to our operations.

Mercari is the first Japanese company to be EDGE Certified (EDGE Assess)—a global certification for organizations committed to concrete goals and action plans toward achieving gender equality in the workplace.