D&I in Mercari

Transcript

1. D&I in Mercari Tatsuo Kinoshita
2. @tatsuo Joined Mercari: December 1, 2018 Role: CHRO Background: P&G 5 years (Hiring, HRBP) GE 17 years (HR Director, HRBP, Talent Development, HR CoE)
3. Values Go Bold All for One Be a Pro
4. Diversity at Mercari People of about 40 nationalities work at the Tokyo office About 20% of our employees in the Tokyo office are from overseas About 50% of our employees in the Tokyo office engineering division are from overseas
5. D&I as a management strategy D&I is essential for us to fulfill our mission of creating value in a global marketplace where anyone can buy & sell D&I is what allows us to embody our values
6. [Self-improvement] Fix structural discrimination and inequality Mercari’s stance on D&I Customers Service Organization Society [Product] Improve the accessibility of our service [Customers] Always think about who is being excluded from our service [Society] As a public entity of society, assume responsibility for the environment and human rights We don't talk about D&I just because: investors say that we should, because it’s what the media wants, because it benefits the executives, because it is better for people management, or because it increases market competitiveness. (These are consequences, not what should motivate us to work on D&I.) We don’t use D&I as a sort of corporate “happy talk”. The most important thing for us is to fix structural discrimination and inequality.
7. D&I strategy Attract Expand the pipeline of diverse talent for all positions (levels) within the company Develop Empower everyone by providing growth and learning opportunities for them to reach their full potential Create organizations based on Trust & Openness that are inclusive for everyone Engage/ Retain
8. From an HR-led to a leadership-led structure Owner: HR Ensure the bare minimum structure for the company, such as compliance Owner: HR (D&I Lead) We provide the necessary training and mechanisms (such as programs to promote D&I) Owner: Execs/management Each division shares quantitative and qualitative goals they are responsible for, identifies issues, and takes action to solve them Owner: All employees Each and every one of us is aware of what issues we have and takes action to solve them Now From 2022 on (target)
9. Training Unconscious Bias Workshop Yasashii Communication Training D&I Sessions Intercultural Communication Training
10. Unconscious Bias Workshop • Unconscious Bias Workshop Presentation Slides • Facilitator Guide