The Septeni Group’s Strengths and Culture
Septeni Group Value Creation Process
1) In the Septeni Group’s value creation process, our core strength lies in “people filled with a strong sense of ownership and entrepreneurial spirit.” With these unchanging core values at our center, we transform social and generational shifts into an “engine for growth” by tuning our materiality and business strategies in response to changes in the external environment and market needs.
2) In our business activities, we will expand our three core businesses anchored in the digital marketing industry, alongside our HR Technology business, which is positioned as “exploring businesses” in our Medium-Term Management Plan. Concurrently, we will drive the creation of “synergies” that generate mutual benefits, as well as the “collaboration” that lies beyond.
3) Through these efforts, we aim to deliver comprehensive value that directly addresses the financial performance of our client companies. The maximization of client corporate value achieved as a result of our business activities will, in turn, be shared with all stakeholders connected to the Septeni Group.
4) This entire process is encapsulated in the phrase: “We will maximize client corporate value and inspire the world more by transforming social and generational shifts into an engine for growth.” The Septeni Group defines this concept as VALUE MAXIMIZER and have translated our ideal vision for 2030 into VISION 2030.
5) By realizing VISION 2030, we aim to achieve our vision and fulfill our corporate mission: “To inspire the world with entrepreneurship.”
Septeni Group Strengths
People filled with a strong sense of ownership and entrepreneurial spirit
At the Group, it is notable that each individual is encouraged to interpret the term “entrepreneurship” in their own way, in addition to its general meaning. One of the common interpretations within the Company is to “pursue opportunities beyond controllable resources.” Human resources with such qualities and attitudes are the “people who create a new era,” as described at the beginning of our vision, and are the source of the Septeni Group’s strengths.
Value creation foundation of the Septeni Group
We utilize our extensive human resource database and technologies to optimize the development of human resources individually. Additionally, we are working to be a place where employees can perform their full potential and play an active role by promoting and supporting diverse work styles and encouraging each employee to develop and demonstrate entrepreneurship. We believe that the value creation foundation that supports the maximization of human capital will enable employees to “create a new era” and lead to the enhancement of corporate value.
Enhancement of Corporate Value by Empowering People Who Create a New Era
Septeni Group Culture
We are implementing various initiatives to ensure that each employee can demonstrate entrepreneurship with confidence.
Familiarizing the Corporate Philosophy & Code of Conduct
To ensure the permeation of our core values, which are an integral part of the Septeni Group's culture, we have established the "Corporate Branding Project," led by the Corporate Branding Manager. The project aims to make the Group's philosophy function as the Group identity, and also as cohesion and competitive advantage of each individual.
Systems to support employee growth
-
Compatibility placement and development plan
For employees after joining the Company, we implement “compatibility placement,” which quantitatively evaluates the environment that an individual is likely to adapt to easily, based on personality data from team members and supervisors, and use this as reference information for assignments. In addition, we support the individual growth of each employee by providing them and their supervisors with information regarding their “strengths and weaknesses, optimal learning styles, and methods of organizational adaptation.”
-
360-degree multi survey
We have a performance evaluation system where employees of the target companies can evaluate other employees regardless of their seniority. This evaluation is conducted every six months. Evaluation criteria are established for each job qualification set by the Company, and these criteria are quantified for each item. Employees receive evaluation feedback through discussions with their supervisors.
-
Training system
For new graduates, we conduct a three-day comprehensive training program after joining the Company, followed by individual training provided by each assigned company and department. Additionally, training sessions on necessary business knowledge and skills are conducted as needed across the Group companies.
-
Personal development system
A system providing funding for employees to attend outside seminars and business schools. The program covers 70% of the total fees, to a maximum of 70,000 yen.
-
BLP management program
A management training program focusing on cultivating officer candidates. Participants are publicly sought, and selected participants can attend outside business schools for two years free of charge.
-
Side business system
The Group promotes diverse ways of working and believes that individuals should acquire skills and add to their experience through activities beyond just their duties within the Group and this enables them to contribute more fully to the Group.
Place for Challenge and Recognition
-
gen-ten
The gen-ten in-house new business planning contest is held every year. Highly motivated employees with business plans that earn high marks in the contest are given the chance to commercialize the business at a subsidiary focused on business incubation.
-
Kickoff event
At the beginning of each fiscal year, we hold the Group kickoff event, a group-wide event where all members gather for the presentation of the annual MVP awards. The annual MVP features two categories: the "Business Division," honoring major contributions to business performance, and the "MVV Division," recognizing those who deeply embody our Mission, Vision, and Values. This serves as a celebration of the diverse challenges we take on as a united group to drive corporate value. Each group company also holds its own kickoff event, featuring various award ceremonies.
-
Various awards
In addition to the biannual “Seven Star Award” that recognizes the most outstanding employees in each field, each business company has its own recognition system in place.
Expressing Gratitude to the People Who Support Us
We continue to express our thanks to the people who always support the members of the Group.
-
Initiatives for the families of our employees
We implement initiatives to help the families of our employees, such as spouses and children, who support them every day, deepen their understanding of the Group. As part of these efforts, we host "Family Appreciation Day," inviting families to visit our offices. During the event, they take office tours and communicate with supervisors to experience the Group’s atmosphere firsthand. In addition, we send copies of our Integrated Report directly to our employees' family home.
-
ONE SEPTENI LETTERS
"ONE SEPTENI LETTERS" is a cross-Group initiative designed for members to send messages of gratitude and praise to one another—whether to supportive seniors, junior colleagues, or peers striving together for excellence. This practice of mutually recognizing contributions and sharing appreciation has become a cherished opportunity that truly symbolizes the rich culture of the Group.
Working with a Feeling of Security
The Group undertakes a variety of initiatives enabling employees to work with a feeling of security.
-
Childcare support
Through the activities of the cross-departmental project “hug-kumi Committee,” which was launched in 2010, we have introduced initiatives such as the babysitter subsidy program and gynecological examinations. Additionally, to support employees returning from childcare leave, we organize events such as the “childcare leave employees gathering” and “childcare festival” to promote their active participation.
| Health management |
We conduct annual health checkups with the aim of early detection, early treatment, and prevention of various diseases, including lifestyle-related diseases. We also implement an annual “Stress Check” with the aim of proactively preventing mental health issues. Additionally, female employees also have the option to undergo gynecological examinations. In addition, we offer monthly online consultations with an industrial physician, subsidies for influenza vaccinations, and group vaccinations for applicants. |
|---|---|
| Diverse work styles |
We promote diverse work styles, aiming for “a state where everyone is working autonomously and actively in valuable jobs regardless of time and place.” Employees are able to utilize flextime and remote work systems in accordance with their individual job characteristics and personal schedules. Furthermore, for employees facing conditions such as pregnancy-related health management, childcare, or nursing care, we operate flexible remote work systems tailored to their respective circumstances. Employees also have the option to choose a reduced-hours work schedule in accordance with our childcare and family care leave regulations. |
| Attendance management |
By utilizing an attendance management system and other tools to properly understand actual working conditions, we strive to mitigate risks so that employee health is not compromised by long working hours while complying with laws and regulations. We set standards stricter than legal requirements for the monthly ceiling on overtime work and the number of times overtime work can exceed 45 hours per month, working to avoid and reduce excessive overtime. In addition, we appropriately pay allowances based on internal regulations for any overtime work performed. Average monthly overtime hours per employee across domestic Group companies: 18 hours (FY2025) |
| Compensation structure |
In addition to complying with the statutory minimum wage, our minimum salary level (starting salary for new university graduates) is set at a level exceeding the living wage of each region so that employees and their families can maintain a healthy and cultural basic standard of living. Furthermore, the Group is based on the principle of equal pay for equal work, paying fair and equal remuneration for work of equal value regardless of gender or attributes. The gender pay gap arises from complex factors, including differences in the ratio of senior management positions, the uptake rate and duration of childcare and maternity leave, and age groups; we are striving to eliminate this gap through initiatives aimed at gender equality. For new graduate hires in Group general positions: Starting salary for university graduates ¥361,000 / month Gender pay gap across domestic Group companies: 85.2% (FY2025) |
| Leave systems | With the goal of maintaining employees' physical and mental health and improving work-life balance, the Company is working to ensure the reliable granting and active promotion of annual paid leave. In addition to statutory annual paid leave, we have introduced annual special leave, refresh leave, and maternity leave to support employees in responding to diverse life events. |
Involvement with the Company as a Stakeholder
As one of the subcategories of materiality, we are dedicated to the theme of “Democratization of Entrepreneurship.” In order to be “a place where people are empowered to create a new era,” we hold events and initiatives that foster and leverage the entrepreneurship of each individual.
Democratization of Entrepreneurship
Highly Transparent Communication to External Stakeholders
In our Group’s marketing and public relations activities, we establish draft checkpoints to ensure sound and highly transparent communication. These checkpoints include thorough fact-checking, consideration for others and stakeholders, securing the information value of the content to be communicated, and consideration for readability.
Additionally, in our business activities, we promote initiatives under Three Promises by the Septeni Group," a policy for the sound development of the digital advertising industry.
Support for Sound Development of Digital Advertising Industry