Diversity

Diversity, Equity, and Inclusion (DE&I) Policy

As one of the business philosophy, IIJ Group sets "We aim to offer meaningful working opportunities for growth through business, in which our staff with diversified talents and values can take a proactive approach to technical innovation and social contribution, and actively demonstrate their abilities with pride and a sense of satisfaction". IIJ Group has hired diverse human resources irrespective of gender, nationality, disability, other personal attributes, and whether they are new graduates or mid-career hires, and IIJ Group has deployed and promoted them based on their ability and performance with respect for various perspectives and values. IIJ Group believes that the continuous pursuit of the above business philosophy will lead to creating new technologies and values.

Characteristics of human resource structure

As of April, 2025, approximately 70% of the total employees in IIJ Group belonged to in technology and service departments, and most of them were recruited from universities and other educational backgrounds in science and engineering where the ratio of female was low. In addition, IIJ was founded in 1992, and in the early days of its business, it had not hired new graduates but mid-career professionals, which resulted in a structural characteristic that the ratios of male employees and mid-career hires are higher in older age groups.

The promotion of women's successful careers

IIJ is carrying out initiatives to promote women having successful careers, regarding it as an important initiative for the medium- and long-term growth of the company and it is setting targets.

The successful promotion of women's careers at IIJ

As IIJ's ratio of female hires including mid-careers and new graduates has been increasing in recent years. As of April 2025, IIJ's ratio of female managers was 8.4%, and therefore IIJ has brought forward its FY2027 target of 8% or more by one year to FY2026.

IIJ (non-consolidated basis) Number of employees (By gender)

IIJ (non-consolidated basis) Number of hired employees (By gender)

IIJ (non-consolidated basis) Number of managerial positions and ratio of females in managerial positions

Targets related to the promotion of women's successful careers

IIJ set the following targets in its General Employer Action Plan in line with the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Female Participation and Career Advancement in the Workplace.

Action plan

• Period of the plan: April 2025-March 2027
• Percentage of managers that are women: at least 8% in FY2026
• Percentage of new-graduate hires that are women: at least 25％

• The Database on Promotion of Women’s Participation and Advancement in the Workplace (Ministry of Health, Labour and Welfare) (Japanese text only)

Initiatives regarding the successful careers of women

IIJ promotes the development of the awareness of women having successful careers by sharing the content of interviews with employees that are women and holding seminars.

Conducting interviews regarding careers

IIJ promotes people's understanding of women's successful careers and creates opportunities for women to think about their careers by holding interviews about careers and round-table talks involving managers that are women and sharing information internally.

Holding seminars about health issues specific to women

IIJ holds seminars about women-specific health issues. By encouraging employees to share and learn about women-specific issues, IIJ creates a healthier and safer work environment.

The successful promotion of Mid-career hires

Initiatives for promoting successful careers

The ratio of mid-career hires in management positions of IIJ group was approximately 70% as of April 2025, owing partly to the characteristic of human resource structure. As part of an onboarding program for people hired mid-career, IIJ conducts orientation for new employees, interviews with superiors, questionnaire surveys to examine individual situations, and interviews with human resources to support people who have just joined the organization. Additionally, IIJ offers opportunities to increase people's understanding of the company, such as follow-up training six months and one year after they are employed, events where people being hired mid-career can interact with other employees, and tours of the company's facilities.

Foreign employee recruitment

Recruitment of foreign employees

Under its DE&I Policy, the IIJ Group has continued to recruit people without basing its decisions on nationality or other personal attributes. We have employees from foreign countries working in various fields including Internet technology research.

The successful promotion of people with disabilities

Recruiting people with disabilities and supporting their successful careers

The IIJ Group is working to create a work environment where all employees can enjoy work enthusiastically by appointing people with disabilities to many different jobs according to the abilities of each individual, without restricting their jobs when recruiting people with different abilities.

The Group has introduced a work system where employees with walking disabilities can work at home because commuting to work can be a major inconvenience, particularly in regional areas. As of April 2024, 37 employees of IIJ Group in Sapporo and 5 employees in Matsue are working under this system.

As of June 2025, the employment rate for people with disabilities was 2.7%, achieving the statutory employment rate. We continue to work to further promote employment.

IIJ (non-consolidated basis) Number and employment rate of employees with disabilities

• （※）One full-time worker with severe disabilities is counted as 2 persons.
• （※）On June 1st of each business year

• Twork Helps Staff with Disabilities Work from Home

Active participation of elderly human resources

Recruiting elderly human resources and promoting their successful careers

IIJ has introduced a "continuous employment system" to reemploy retired employees. This system allows employees to continue working as temporary staff from the day following their mandatory retirement at the age of 60. Over the past five years, most of reemployment have taken advantage of this system. There are many elderly people working for the company today. The company and people that are reemployed after their retirement consult each other to decide the details of their jobs, including their responsibilities and working hours.