Sustainability
Prosper Together - we are focused on making a positive impact on society and our shared planet through all our corporate activities so that everyone may prosper together.
We aim to create a world where people are driven by their passion. The growth and future of our business will be powered by people, technology and an investment in the longevity of our society and the environment.
Hisayuki “Deko” Idekoba
Representative Director, President and
Chief Executive Officer
Recruit Holdings
Our Aspiration for 2030
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Environmental
Greenhouse gas emissions*2
Becoming carbon neutral throughout our entire value chain by FY2030*2.
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Social
Time it takes to get hired*3
Reducing the time it takes to get hired by half by FY2030 compared to that of FY2021*3.
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Job seekers facing barriers*4
Helping 30 million people facing barriers in the labor market around the world get hired ― barriers such as education, disabilities, criminal records, experience in military services and others*4.
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Women's representation in leadership
Striving for gender parity among senior executives, those in managerial positions and all employee levels by FY2030 at Recruit Group*5.
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Governance
Women’s representation in the members of the Board of Directors*6
Striving for gender parity among the members of the Board of Directors and Audit & Supervisory Board of Recruit Holdings by FY2030*6.
Our Journey to 2030
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Announced our progress in FY2021
- E: Achieved carbon neutrality in our own business activities and set a three-year reduction target for GHG emissions
- S-Impact: Calculated the baseline job search duration as 15 weeks
- S-Impact: Supported job seekers facing barriers that can lead to prolonged unemployment
- S: Set a three-year target toward achieving gender parity across our employee base
- G: Increased the percentage of women on the Board of Directors from 20% to approximately 27%, and set a three-year goal toward achieving gender parity
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Announced the progress in FY2022
- E: Achieved carbon neutrality in our business operations for two consecutive years. Received validation by SBTi on our GHG reduction target
- S-Impact: Improved our products to reduce the time to get hired and deepened our analysis of user data
- S-Impact: Focused on reducing the five barriers (education, criminal records, disability, prior military service experience and lack of work essentials) that cause prolonged periods of unemployment and advanced toward our goal by helping 3.9 million job seekers facing barriers get hired
- S: Advanced our initiatives to achieve the three-year target
- G: Increased women representation among the members of the Board to approximately 33%. Linked the achievement of three-year targets to a portion of long-term incentive compensation
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Announced the progress in FY2023
- E: Achieved carbon neutrality in business operations for the third consecutive year. Selected as an A-list company, the highest rating in the field of climate change, by CDP*7, which evaluates corporate efforts against environmental risks.
- S-Impact: Focused on "Time to Hire"*8 for employers, implementing product advancements such as improved matching and automation to reduce this duration.
- S-Impact: Addressed barriers that prolong unemployment periods — including job seekers who have refugee backgrounds*9 — Achieved approximately 6.9 million cumulative hires*10.
- S: Accelerating efforts to achieve three-year targets by expanding the pool of management candidates*11.
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- E: Expected to achieve carbon neutrality in business operations for the fourth consecutive year. On track to surpass its three-year GHG absolute reduction target and to achieve carbon neutrality across its entire value chain. Selected as an “A” list company — the highest rating in the field of climate change — by CDP*7 for the second consecutive year.
- S-Impact: Updated the baseline of “Time to Hire” (TTH) to 41 days. As of January 2025, the average TTH was up slightly to 42 days, due to the macroeconomic conditions. Confirmed that TTH decreased when employers used Indeed’s paid products.
- S-Impact: Promoted the adoption of Skills-First Hiring to break down educational barriers, and facilitated approximately 11.8 million cumulative hires*10.
- S: Working to expand the pool of management candidates. In particular, in Japan where the gender gap is notably wide, significantly increased the proportion of women in management.
- G: Continue to consider candidates for the Board of Directors Members based on the skills and backgrounds needed to realize the Company’s medium- and long-term strategies.
- On this webpage, the number of years stated are reflective of the number of Recruit Holdings fiscal years which begin on April 1 each year and end March 31 of the following year. All figures displayed here are approximate.
- GHG emissions throughout our business activities are the sum of direct emissions from the use of fuels in owned or controlled sources and are referred to as Scope 1. Indirect emissions from the use of purchased electricity, heat, or steam in owned or controlled sources are referred to as Scope 2. GHG emissions from the value chain are referred to as Scope 3, and comprise indirect emissions other than Scopes 1+2. The entire value chain represents the sum of Scopes 1+2+3 GHG emissions. The Company aims to achieve carbon neutrality upon completion of the following steps: measurement of GHG emissions, obtaining an accredited third-party assurance on the amount of GHG emissions, and offsetting of those emissions.
- The period from the time a user starts an active job search on the Indeed job platform to the time the user confirms receipt of a job offer.
- The initiative as of today includes providing assistance through the Company's online job platform, and through partnerships with NPOs and other organizations with whom the Company collaborates. The Company may also aim to reduce other various barriers, including newly emerging issues in the labor market by FY2030.
- Senior executive positions are defined as Senior Vice Presidents and Corporate Officers of Recruit Holdings and Matching & Solutions Strategic Business Unit (SBU), and CEOs of the Company's major subsidiaries and heads of key functions in the HR Technology and Staffing SBUs. Figures for managerial positions and employees are calculated from Recruit Holdings, SBU Headquarters, and primary operating companies of each SBU. Managerial positions mean all of those that have subordinate employees.
- The Board of Directors members are defined as directors of the Board and Audit & Supervisory Board members.
- CDP is a British charity-controlled non-governmental organization (NGO) established in 2000. It owns one of the world's largest environmental databases, working with large global financial institutions to disclose the environmental impact of companies.
- An employer metric defined as the days elapsed between when a job is created on Indeed and when the first hire is reported for that job. There is no change in our goal of “reducing the time it takes to get hired by half" by FY2030. The Company decided to accelerate its product advancement by identifying challenges in the process of hiring by using employer action data “Time to Hire” which can be measured on Indeed. After refining the data, the baseline previously reported as 55 days in the FY2023 Annual Report is renewed to 41 days. 41 days is the mean time to hire (starts from a job creation and ends with the first hire) for measured hires on Indeed in December 2023.
- Refugee definition from the UNHCR : individuals who fled their own country to escape conflict, violence, or persecution and have sought safety in another country.
- Represents number of hires made on Indeed reported through our Hired Signal measurement, from May 1, 2021 - March 31, 2025 globally for job seekers who faced at least one of the following barriers: education, criminal record, military experience, disability, refugee background or lack of essentials such as a computer or internet access.
- The women representation target for employees is based on the results from April 1, 2022 to April 1, 2025.