Establishment of 'CIY Ethics Charter': Defining 'Individual Disclosure,' 'Fairness,' and 'Human-Centric' Principles for the AI×HR Era
On June 1, 2026, Great Beans, Inc. announced the establishment of the 'CIY Ethics Charter' for its aptitude testing and talent management service, 'CIY.' By formalizing five core principles—Individual Disclosure, Consent, Fairness, Human-Centricity, and Transparency—the company aims to ensure the healthy adoption of people analytics while strengthening internal self-governance, including restrictions on automated AI hiring decisions.
📋 Article Processing Timeline
- 📰 Published: June 1, 2026 at 17:56
- 🔍 Collected: June 1, 2026 at 09:05
- 🤖 AI Analyzed: June 1, 2026 at 19:48 (10h 42m after Collected)
Great Beans, Inc. (HQ: Yakuin, Chuo-ku, Fukuoka; Representative: Kentaro Inoue) has announced the establishment of the 'CIY Ethics Charter' for its aptitude testing and talent management service, 'CIY,' to formalize its responsibilities as a provider of people analytics.
The charter consists of five core principles: the Principle of Individual Disclosure, the Principle of Consent, the Principle of Fairness, the Principle of Human-Centricity, and the Principle of Transparency. The company commits to upholding these principles in every aspect of service design, operation, and improvement.
[Background of the Charter]
In recent years, AI-based people analytics (human talent analysis) has rapidly evolved and is increasingly being adopted in various HR areas, including recruitment, placement, development, and evaluation. Companies are increasingly interested in these technologies as they can transform HR decisions—which previously relied on experience and intuition—into more objective and reproducible processes.
However, this technology, which treats people as 'data,' carries inherent risks. These include evaluations conducted without the individual's knowledge, the reproduction of biases (such as gender or academic background) through algorithms, and AI judgments directly impacting an individual's career. These are issues that providers of people analytics must address with sincerity.
Internationally, regulations surrounding people analytics are gradually being developed, such as rights of disclosure and rights to object to automated decision-making under the EU's GDPR, and transparency obligations for high-risk AI in employment under the EU AI Act (phased implementation starting 2026). In Japan, similar discussions are underway, including AI operator guidelines, information disclosure related to human capital management, and ongoing revisions to the Personal Information Protection Act.
In this context, CIY has decided that merely meeting the minimum requirements of current law is insufficient. Defining its own voluntary standards is essential to the integrity of its service. This charter is a declaration of those voluntary standards.
[CIY Ethics Charter: 5 Core Principles]
1. Principle of Individual Disclosure
Trait data primarily belongs to the individual. As a service standard, CIY will disclose analysis results—which contribute to self-understanding and growth—to the individuals themselves, regardless of the employment relationship.
2. Principle of Consent
We provide a mechanism where the purpose and scope of usage are explained to everyone undergoing trait analysis, ensuring examinations are conducted with informed consent.
3. Principle of Fairness
We completely exclude immutable attributes—such as gender, age, and academic background—from our judgment algorithms. We provide analysis that focuses on traits themselves, not attributes.
4. Principle of Human-Centricity
We remain committed to a design where final decisions on critical life-impacting matters—such as recruitment success/failure or treatment—are made by humans, not AI. CIY does not provide functionality for automated recruitment judgments.
5. Principle of Transparency
Analysis results are presented in an understandable format. We provide interpretation guides for each of the 23 traits in plain Japanese to prevent 'black-boxing' in people analytics.
Full details of these principles and their specific implementation are available on the official CIY website.
[Comment from the Representative]
Kentaro Inoue, Representative Director, Great Beans, Inc.
'Since starting CIY, our goal in designing the service has not been to 'measure people,' but to build better relationships between individuals and organizations.'
'While AI's rapid development is a powerful tool for this goal, we believe that misused, it can label people uniformly, stifle dialogue, and justify inequality through technology.'
'The CIY Ethics Charter is a clear declaration to society about what we provide and what we do not. It is not because it is required by law, but because as a provider, we have defined the scope of responsibility we should take. This is both a statement of our corporate stance and a call to action for the industry as a whole.'
'Going forward, CIY will gradually implement service designs based on this charter and plans to release a new service embodying its philosophy in the near future.'
The charter consists of five core principles: the Principle of Individual Disclosure, the Principle of Consent, the Principle of Fairness, the Principle of Human-Centricity, and the Principle of Transparency. The company commits to upholding these principles in every aspect of service design, operation, and improvement.
[Background of the Charter]
In recent years, AI-based people analytics (human talent analysis) has rapidly evolved and is increasingly being adopted in various HR areas, including recruitment, placement, development, and evaluation. Companies are increasingly interested in these technologies as they can transform HR decisions—which previously relied on experience and intuition—into more objective and reproducible processes.
However, this technology, which treats people as 'data,' carries inherent risks. These include evaluations conducted without the individual's knowledge, the reproduction of biases (such as gender or academic background) through algorithms, and AI judgments directly impacting an individual's career. These are issues that providers of people analytics must address with sincerity.
Internationally, regulations surrounding people analytics are gradually being developed, such as rights of disclosure and rights to object to automated decision-making under the EU's GDPR, and transparency obligations for high-risk AI in employment under the EU AI Act (phased implementation starting 2026). In Japan, similar discussions are underway, including AI operator guidelines, information disclosure related to human capital management, and ongoing revisions to the Personal Information Protection Act.
In this context, CIY has decided that merely meeting the minimum requirements of current law is insufficient. Defining its own voluntary standards is essential to the integrity of its service. This charter is a declaration of those voluntary standards.
[CIY Ethics Charter: 5 Core Principles]
1. Principle of Individual Disclosure
Trait data primarily belongs to the individual. As a service standard, CIY will disclose analysis results—which contribute to self-understanding and growth—to the individuals themselves, regardless of the employment relationship.
2. Principle of Consent
We provide a mechanism where the purpose and scope of usage are explained to everyone undergoing trait analysis, ensuring examinations are conducted with informed consent.
3. Principle of Fairness
We completely exclude immutable attributes—such as gender, age, and academic background—from our judgment algorithms. We provide analysis that focuses on traits themselves, not attributes.
4. Principle of Human-Centricity
We remain committed to a design where final decisions on critical life-impacting matters—such as recruitment success/failure or treatment—are made by humans, not AI. CIY does not provide functionality for automated recruitment judgments.
5. Principle of Transparency
Analysis results are presented in an understandable format. We provide interpretation guides for each of the 23 traits in plain Japanese to prevent 'black-boxing' in people analytics.
Full details of these principles and their specific implementation are available on the official CIY website.
[Comment from the Representative]
Kentaro Inoue, Representative Director, Great Beans, Inc.
'Since starting CIY, our goal in designing the service has not been to 'measure people,' but to build better relationships between individuals and organizations.'
'While AI's rapid development is a powerful tool for this goal, we believe that misused, it can label people uniformly, stifle dialogue, and justify inequality through technology.'
'The CIY Ethics Charter is a clear declaration to society about what we provide and what we do not. It is not because it is required by law, but because as a provider, we have defined the scope of responsibility we should take. This is both a statement of our corporate stance and a call to action for the industry as a whole.'
'Going forward, CIY will gradually implement service designs based on this charter and plans to release a new service embodying its philosophy in the near future.'
FAQ
CIY倫理憲章とは何ですか？
株式会社グレート・ビーンズが提供するタレントマネジメントサービス「CIY」において、AI活用時の本人開示や公平性など、ピープルアナリティクス事業者としての責任を明文化した自主的な規律です。
CIY倫理憲章の5つの原則は何ですか？
本人開示の原則、同意の原則、公平性の原則、人間中心の原則、透明性の原則の5つです。
採用判定にAIは使用されますか？
CIY倫理憲章の「人間中心の原則」に基づき、最終的な採用合否や処遇の判断はAIではなく人間が行う設計としており、採用合否を自動判定する機能は提供しません。
アルゴリズムにおけるバイアス対策はありますか？
「公平性の原則」に基づき、性別、年齢、学校歴など本人の意思では変えられない属性情報を判定アルゴリズムから完全に除外しています。
分析結果の透明性はどのように確保されますか？
「透明性の原則」に基づき、23の特性ごとに平易な日本語で解釈ガイドを併記し、分析がブラックボックス化しないよう運用しています。