Hakuhodo Endorses the Joint Declaration of the 'Tokyo Women's Future Forum' Promoted by the Tokyo Metropolitan Government
Hakuhodo has endorsed the joint declaration of the 'Tokyo Women's Future Forum' to promote women's empowerment. The company has set a goal of 30% female managers by FY2030 and aims to strengthen its DE&I initiatives.
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- 📰 Published: April 10, 2026 at 20:00
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Hakuhodo Inc. (Headquarters: Minato-ku, Tokyo; President and CEO: Kenji Nagura; hereinafter 'Hakuhodo') has endorsed the joint declaration (*1) of the 'Tokyo Women's Future Forum.' This forum is promoted by the Tokyo Metropolitan Government with the aim of fostering a social movement that encourages changes in executive mindsets and workplace culture toward women's empowerment and promotion.
The Hakuhodo DY Group has established a DE&I (Diversity, Equity & Inclusion) policy (*2). We aim to realize a society where all people can play an active role as their authentic selves. As 'sei-katsu-sha' (living individuals), each employee uses their creativity to connect with various themes of consumers and society, acting as a force to shape the future.
Hakuhodo has long cherished the concept of 'diversity of grains over uniformity,' where human resources with diverse personalities gather and form teams to co-create new value. An environment where everyone can share ideas equally, regardless of gender or age, is the very foundation of innovation.
To embody this culture of 'diversity of grains' throughout the organization and build an environment where all employees can maximize their creativity, it is crucial to ensure diversity in decision-making venues. In promoting DE&I, our company positions the elimination of the gender gap, particularly in career development and the leader/management layers, as one of our critical management issues. Currently, we have set a target to increase the ratio of female managers to 30% across the Hakuhodo DY Group by FY2030, and we are advancing various initiatives. Our endorsement of this joint declaration visualizes our commitment to gender equality and will further accelerate the reform of our internal awareness and corporate culture.
■ Major Initiatives Toward Gender Equality
- Work-Life Balance Support Measure 'huug': We are establishing various systems and support measures under 'huug' so that all employees, even when facing circumstances like childcare or nursing care, can confidently take on challenges and build their careers while demonstrating their creativity.
- Workstyle Reform: Under the slogan 'Making a Better Relationship Between Work and Life,' we are fundamentally updating our working styles to enhance work 'quality' and engagement through three approaches: improving peak workloads, evolving business processes, and generating creativity.
- Workshops on Women's Careers: We regularly provide opportunities for diverse female employees working at our company to connect, share their concerns about balancing life events with work or career development, and gain insights and think together. We also offer multifaceted support for career building, such as roundtable discussions on balancing work and childcare by parent employees (not limited to women), and individual consultations by in-house national certified career consultants.
- Unconscious Bias Training for Managers: Targeting current managers, we promote the acquisition of skills to recognize their own unconscious assumptions and biased viewpoints that may occur in human resource management situations like training, promotion, and evaluation, thereby supporting the growth of diverse members and the organization.
- Leader Mentoring Program: With the aim of developing the next generation of leaders, we provide mentoring opportunities with female leaders who have accumulated various experiences inside and outside the company, supporting the formation of career visions.
The Hakuhodo DY Group has established a DE&I (Diversity, Equity & Inclusion) policy (*2). We aim to realize a society where all people can play an active role as their authentic selves. As 'sei-katsu-sha' (living individuals), each employee uses their creativity to connect with various themes of consumers and society, acting as a force to shape the future.
Hakuhodo has long cherished the concept of 'diversity of grains over uniformity,' where human resources with diverse personalities gather and form teams to co-create new value. An environment where everyone can share ideas equally, regardless of gender or age, is the very foundation of innovation.
To embody this culture of 'diversity of grains' throughout the organization and build an environment where all employees can maximize their creativity, it is crucial to ensure diversity in decision-making venues. In promoting DE&I, our company positions the elimination of the gender gap, particularly in career development and the leader/management layers, as one of our critical management issues. Currently, we have set a target to increase the ratio of female managers to 30% across the Hakuhodo DY Group by FY2030, and we are advancing various initiatives. Our endorsement of this joint declaration visualizes our commitment to gender equality and will further accelerate the reform of our internal awareness and corporate culture.
■ Major Initiatives Toward Gender Equality
- Work-Life Balance Support Measure 'huug': We are establishing various systems and support measures under 'huug' so that all employees, even when facing circumstances like childcare or nursing care, can confidently take on challenges and build their careers while demonstrating their creativity.
- Workstyle Reform: Under the slogan 'Making a Better Relationship Between Work and Life,' we are fundamentally updating our working styles to enhance work 'quality' and engagement through three approaches: improving peak workloads, evolving business processes, and generating creativity.
- Workshops on Women's Careers: We regularly provide opportunities for diverse female employees working at our company to connect, share their concerns about balancing life events with work or career development, and gain insights and think together. We also offer multifaceted support for career building, such as roundtable discussions on balancing work and childcare by parent employees (not limited to women), and individual consultations by in-house national certified career consultants.
- Unconscious Bias Training for Managers: Targeting current managers, we promote the acquisition of skills to recognize their own unconscious assumptions and biased viewpoints that may occur in human resource management situations like training, promotion, and evaluation, thereby supporting the growth of diverse members and the organization.
- Leader Mentoring Program: With the aim of developing the next generation of leaders, we provide mentoring opportunities with female leaders who have accumulated various experiences inside and outside the company, supporting the formation of career visions.