Social

Baycurrent has established the following policies on labor standards.

1. Compliance with Laws and Regulations
   We will comply with labor-related laws and regulations concerning occupational health and safety in all countries and regions where we conduct business.
2. Compliance with Minimum Wage
   We will uphold the regional minimum wage and pay appropriate living wages to maintain a certain standard of living for our employees.
3. Respect for Workers’ Rights to Organize
   We will respect workers’ fundamental rights, including the right to organize, collectively bargain, and engage in collective action.
4. Prohibition of Forced Labor and Child Labor
   We do not tolerate any form of forced labor or child labor.

We will not engage in any form of discrimination based on nationality, race, religion, creed, gender, sexual orientation, gender identity, social status, age, disability, or other attributes.
We have also established a personnel system, under which our employees are given equal opportunities related to training, job assignments, and work, and are able to pursue career development by experiencing a diverse range of work. Promotion and pay raises are meanwhile considered based on their capabilities, regardless of the above backgrounds.

We have established a training system aimed at enabling non-Japanese employees to acquire knowledge for executing business smoothly in Japan. We employ many non-Japanese employees.

With regard to harassment, we require all employees to undergo mandatory training, and in addition, for management-level staff we provide training and share guidance on how to report and respond to cases of bullying, mistreatment, and harassment.
We also conduct questionnaires concerning work environments and have established multiple hotlines, including labor consultation services where employees can seek advice beyond their direct supervisors. Furthermore, we have established the “Compliance Promotion Committee Secretariat” as an internal reporting service that allows anonymous reporting and also are building a system to enable early detection and correction of various compliance issues that arise in the workplace, including human rights issues such as misconduct, corrupt acts, and harassment.
Cases escalated through the internal reporting service are investigated and addressed by the relevant parties in charge.
Cases escalated through the internal reporting system are investigated and handled by the appropriate staff.

We have a basic policy of fair recruitment activities and provide job application opportunities regardless of race, nationality, gender, age, and other attributes.
In addition, we do not ask job candidates to provide information unrelated to their capabilities or aptitudes, such as domicile of origin and religion, in the resumes or CVs they submit and in job interviews.

We have introduced a structured training program to promote medium- to long-term human resource development to ensure that our consultants can provide services to our clients as professionals.
We provide training and self-development programs designed to help employees acquire the skills and knowledge needed for project work through both theoretical and practical learning.

We help our employees improve both their capabilities and personal qualities as true professionals, enabling them to become successful leaders.
At the same time, we understand the life plans and workstyles desired by individual employees and provide career counseling regularly to help them achieve ideal career development.
In addition, based on the idea that the projects consultants are in charge of are themselves important for their career development, we provide support for career development by setting up a team that helps them participate in projects that are consistent with their interests, aptitudes, and future visions, and by interviewing them at the end of each project and when they leave their positions.

Our personnel evaluation is based on the assumption that not all contributions made by a consultant show up in precise numbers or tangible outcomes. We evaluate our consultants from a comprehensive perspective, attaching importance to how they worked in the process of implementing each project, and at the same time, considering the initiatives they take outside each project.
Further, personnel evaluations are always made by multiple members so as to avoid biased results that may be caused by arbitrariness or the mistaken impressions of an evaluator. Feedback is given to those being evaluated, with importance attached to convincing them of the results and helping them achieve medium- to long-term personal and career development.

We are enhancing our maternity leave, childcare leave, and nursing care leave programs to permit all employees to utilize these programs proactively.

We actively promote the employment of people with disabilities.
In addition, based on the belief that all employees should be able to utilize their individual abilities, we have created an environment in which people with physical, intellectual, or mental disabilities can thrive in their respective workplaces, as follows:

We have introduced a re-employment system for those who have continued to work for the company as regular employees until they reach the mandatory retirement age of 60. This system permits employees who meet certain criteria to remain employed as non-regular employees until they reach the age of 65 at maximum.

Every year, we promote many dispatched employees and part-time employees to regular employees.

While providing high-quality services to our clients, we also believe that our employees need to maintain good physical and mental health. We believe it important to reduce their working hours through business efficiency improvement and fundamental reforms, and at the same time, to deepen our understanding that healthy workstyles of employees lead to high-quality services.

We have therefore built a framework under which our staff members alert each other about long working hours, identify projects that could cause long working hours at an early stage, and make improvements, with the leading role played by management and consultants at the project leader level.

In addition, multiple committees led by responsible departments and executives review the progress of projects based on employees' working hours and paid leave usage, etc., to ensure that high-quality consulting services are being provided within appropriate working hours.
As a result, our average monthly overtime hours will be 22 hours (fiscal year ending February 2024).

We provide regular health checkups internally and offer subsidies for receiving health checkups. In addition, we have an external specialized institution conduct stress check tests. Thus, we permit employees to monitor their own physical and mental conditions regularly and to take the initiative in improving their condition.
We also take other initiatives to help employees maintain good health.

Under our purpose of "Form the front line of change, moving further forward together", Baycurrent engages in social contribution and volunteer activities that leverage its consulting expertise, aiming to realize a sustainable society.

The University of Tokyo has established an "Industrial Affairs Course" with the aim of learning about market trends and challenges in each industry.
The "consulting" industry will be the target for 2024 and 2025, and at the request of the University of Tokyo, Baycurrent consultants will teach classes as lecturers.
By helping students, who will lead the future, deepen their understanding of the consulting industry, we will contribute to the development of the entire consulting industry.

“Pro bono” refers to volunteer activity in which we make use of our professional skills and expertise.
As one of the largest consulting firms in Japan, we contribute to solving social issues and building a sustainable society by offering our accumulated expertise and specialized skills free of charge.