Company culture/work-life balance
Updated: July 2025, 12
table of contents
Bright company culture
What surprises customers and new employees the most is how cheerful the atmosphere is.
Inside the company, we call each other by ``san'' and have a flat relationship.
Of course, there are no problems or bullying within the company, and there are no cliques.
``There's always at least one person who's annoying, but he's not here.''
It is often said that
You can concentrate on your work without having to worry about interpersonal relationships within the company.
all star management
Employee diversity
It is characterized by the active participation of foreigners, women, and young people.
By understanding weaknesses as a team, we can cover the negative aspects and
We try to make the most of the characteristics of each.
The diverse values within our company are the source of our success.
world's fastest speed
What is required for business execution is the world's fastest speed.
Universities and previous jobs of current staff members
Waseda University / Kwansei Gakuin University / University of Tokyo / Nagoya University / Kansai University / Okayama University / Keio University / Rikkyo University / University of Tsukuba / Kyoto University / Chuo University / Ritsumeikan University / Hosei University / Osaka City University / Doshisha University / Nagoya University Language universities/overseas universities, etc.Financial industry (major banks) / Hotels (bridal) / General trading companies (sales) / Restaurants / Civil servants /
IT companies (system management)/real estate industry/law firms/lecturers, etc.
Our unique staff members respect each other's sensibilities and ideas,
We are the kind of members who can grow together while sharing various perspectives.
Work life balance
“You can only do a good job if you have a fulfilling private life.”
Based on this idea, we have implemented the following system to support work-life balance.
・Eradicate overtime with Limit 7
・Team structure that makes it easy to take paid leave and transfers
・Unique childbirth and childcare support system
・Past awards
This page explains these systems.
“You can only do a good job if you have a fulfilling private life.”
Based on this idea, we have implemented the following system to support work-life balance.
・Eradicate overtime with Limit 7
・Team structure that makes it easy to take paid leave and transfers
・Unique childbirth and childcare support system
・Past awards
This page explains these systems.
Returning to work after childbirth and childcare
At our company, where many employees, both male and female, are raising children, many employees are able to use our childbirth and childcare support system to realize a work style that suits their life plan.Consideration for pregnant employees
For pregnant employees, their physical condition changes day by day, and commuting on crowded trains can be a big burden.We are responding to requests for staggered work hours as much as possible to ensure employees can commute safely.
Childcare and housework support for men
Our company has many male employees who are raising children, as well as female employees who are on maternity or childcare leave.Many employees are actively involved in childcare, and we often see them exchanging information about childcare during breaks.
As with women, childcare and housework support for men is tailored to each individual.
For example,
・Short-time work for an employee who takes his pregnant wife to and from nursery school
・I will shift my work time by one hour for one month to follow up with my wife after giving birth.
・Tardiness or absence due to caring for a child (treated as paid work), etc.
When giving birth and raising children, circumstances change suddenly, so
We make it possible to follow up flexibly by simply contacting you on the same day, such as by email or phone.
We have set up a system so that you can continue your work even while raising children or caring for children.
We are also expanding our work-from-home initiatives and gradually expanding the scope of application.
As with the case for women, a major feature of the company is a corporate culture in which all employees support employees who are raising children, rather than relying on the system first.
A company culture that values ``the feelings of each other''
Behind the widespread adoption of childbirth and childcare systems is the idea of ``one another''.For example, women who are currently taking maternity or childcare leave, or male employees who are raising children,
I have a clear awareness that ``I can do this because I have people who support me.''
Additionally, other employees have a strong sense of wanting to support them.
In reality, the burden is placed on younger employees as the relevant employees are absent.
We reward employees who support us and work without complaint with the president's award.
The feeling of "thank you" and the gratitude of "thank you" without relying on the system,
This provides motivation to support these systems over the medium to long term.
Past awards
Our company has been recognized for our efforts to utilize women and foreign human resources and promote work-life balance.
We are certified and introduced as follows.
-Ministry of Economy, Trade and Industry Selection of 100 Diversity Management Companies
-``25 Excellent Companies'' of ``White Companies: Companies Where Women Can Work with Truly Peace of Mind'' (Bungei Shunju Publishing) supervised by the Ministry of Economy, Trade and Industry
-FY25 Tokyo Work-Life Balance Certified Company (Long Working Hours Reduction Category)
-Osaka city leading company for women's empowerment
Mentor system
At Support Administrative Scrivener Corporation, we provide new employees in their first year with the company a role that serves as a close advisor in addition to their direct superior.We have introduced a mentor system in which each employee selects a senior (mentor) to support new employees.
[Explanation] What is a “mentor”?
As a good conversation partner (supporter/advisor) for new employees, we continue to provide them with awareness.
We provide opportunities to motivate people and get into a virtuous cycle,
My role is to encourage and support this.
Unlike a ``superior'' who is in a position to evaluate new employees under the guidance and management relationship of work,
Mentors are not involved in evaluations, so new employees do not have to worry about evaluations.
You can honestly talk about things you are having trouble with, including things about your private life.
For this reason, I try to choose seniors who are relatively close to me in age and with whom I have little business relationship as mentors.
Effects of the mentor system
Through interaction with mentors, new employeesLearn ways of thinking and stances that will lead to medium- to long-term success and growth,
It promotes personal growth and maturity.
The skills and mindset required of a mentor are essential to becoming a good leader.
Through interaction with new employees, mentors develop management skills as managers, etc.
You can acquire the skills and experience that you will definitely need in the future.
(It doesn't matter whether the mentor has knowledge or experience.)
What seniors in the role of mentor keep in mind
The relationship between new employees and mentors is``Building relationships of trust and feeling a sense of emotional connection through communication'' is important.
A new employee who does not have sufficient balance adjustment function may be burdened with something by himself,
Through various conversations, so as not to collapse under pressure,
It is important to be sensitive to even the slightest changes in behavior.
Sometimes talking about personal matters outside of work can be very effective.