We actively hire talented individuals from educational institutions in Southeast Asia and vocational schools in Japan. The hired foreign talent participate in training under equal evaluation with Japanese staff. We have established an environment where people can grow together beyond cultural differences. The foreign talents we have hired so far are playing an important role in our company. Their dedicated attitude and high skills have brought new value to our organization and significantly contributed to the growth of our business.
Percentage of foreign engineers: 20%
ALJ GROUP has formed an engineer community, with many senior engineers participating in various projects. They contribute as project leaders, managers, or IT instructors by utilizing their vast career experience, creating synergies with our company.
Average age of registered members: 50.7 years
Oldest employee: 69 years old
As a company supporting the diversity strategy of the Japan Information Service Industry Association (JISA), we promote women's participation by providing an environment where they can continue working even after marriage and childbirth. Currently, the percentage of female employees is approaching 40%, and the number of women in management positions has been increasing in recent years.
Percentage of female managers: 30%
Percentage of female employees: 35%
Through the establishment of work rules and internal education, we aim to deepen understanding of gender and realize a society where individuals can demonstrate their abilities without discrimination. We believe that by fostering a rich workplace culture where individuals with different backgrounds can grow together, diverse perspectives will bring new ideas and growth, leading to the creation of a richer society.
We advocate for the concept of a sustainable career where employees can take time off or change their work style to align with life's events such as childcare and caregiving, continuing their journey with the company. ALJ supports this under the banner of “Work Life Priority” by ensuring work environments where each employee can focus on what is most important at the moment. Alongside consultation on work styles, we have implemented the following systems:
- Telework system
- Refresh leave system (encouraged to take five consecutive days of paid leave)
- Long working hours safety leave
- Maternity and paternity leave
- Childcare and caregiving support systems
- Childcare and caregiving support services (outsourced welfare services)
We have introduced a telework system, with 84% of the company currently engaged in full or partial telework. In 2021, we started telework recruitment, which allows full remote work, and in 2023, we launched the "Migwork" welfare service, targeting people who are relocating (U-turn, I-turn, J-turn) to offer full remote work. We believe this also contributes to local revitalization by preventing population outflow from rural areas.
We have contracted industrial physicians and regularly check work conditions (monthly) together with them to ensure a comfortable work environment. For employees working long hours, we mandate stress checks under the guidance of a physician and give instructions to improve work conditions to promote overall health improvement. The company is committed to creating a comfortable work environment by introducing a telework system, allowing casual dress, adopting free address office layouts, and revising work rules to prioritize employees' work comfort.
We actively recruit new graduates and mid-career candidates with no prior programming experience. By collaborating with IT schools under our group, we train engineers who can excel in the field, even without prior experience. We also hold IT industry seminars for students, programming workshops for engineers and students, and free online seminars for companies. Through these activities, we aim to raise interest in the IT industry, foster IT talent, and support companies' DX promotion, contributing to the overall development of Japan’s IT industry.
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