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【AISC Introduction】 DE&I Initiatives at AISC and Future Outlook
Here is English version.
日本語版はこちら
Introduction
Hello, I’m Song, a member of the Advanced Innovation Strategy Center (AISC) at GA technologies (GA).
This article is the sixth installment in the "AISC Introduction" series, and it focuses on AISC’s initiatives for DE&I. Below, I’ll share a table of contents for the previous articles in the series, so if you haven’t read them yet, please feel free to take a look!
In today's era of growing globalization, AISC emphasizes DE&I (Diversity, Equity, and Inclusion) while striving to create an environment where employees can work together across differences in nationality and culture.
What DE&I Means:
DE&I refers to the idea of creating a workplace where people from diverse backgrounds can thrive and achieve sustained success through tailored support that suits their individual needs.
Breaking down the components of "Diversity, Equity, and Inclusion," they can be interpreted as follows:
Diversity: Diversity of backgrounds
Equity: Fairness and impartiality
Inclusion: Inclusiveness
With an increasing proportion of foreign employees, efforts to deepen communication and cultural understanding are becoming more important than ever. Here, we’ll introduce AISC’s current situation and its future initiatives!
Current State of Foreign Employees at AISC
As of November 2024, AISC comprises employees from various countries, including the United States, Russia, China, South Korea, Sweden, India, and the Philippines.
Foreign employees make up about 41% of the total workforce and are active in fields such as image processing, data science, and natural language processing. By learning about different cultures and working styles, employees grow together and develop more flexible ways of thinking.
Current Globalization Initiatives at AISC
Weekly Meetings in English
This initiative was previously introduced in a report on participating in the IMPS conference.
Every Wednesday afternoon, the AISC department holds an academic-style meeting where members present their research progress for the week in English. Each person gives a presentation, with a timekeeper ensuring that presentations stay within the allocated time. After the presentation, everyone asks questions in English, and the presenter must respond on the spot.
Japanese members, such as Mr. Mita, have expressed that these English meetings provide a deeper understanding of the challenges faced by foreign employees who work in a non-native language. Preparing and presenting specialized content under time constraints, and responding to questions in real-time, is a significant pressure, leading to greater empathy for the daily struggles of non-native speakers working in Japan.
Internal Rules in English
In addition to company-wide rules, AISC has established its own departmental rules, such as allowing employees to dedicate 10% of their work hours to voluntary projects (research or operational improvements). These departmental rules are also written in English. This helps reduce misunderstandings among members from different linguistic backgrounds and ensures smooth operations, with everyone on the same page.
Multilingual Circles for Skill Development
AISC offers language learning opportunities through employee-led initiatives, such as English Conversation Lunch Circles, Korean Language Circles, and Chinese Language Circles. The English Conversation Lunch Circle is especially popular, led by Mr.Aaron from AISC, and held twice a month. This provides participants with a chance to practice practical English conversation skills.
Rather than traditional language lessons, the focus is on "directed conversation" or free discussions based on themes, improving listening and speaking skills. Participants can also seek advice on English-related questions and learn natural expressions and cultural insights through interactions with native speakers or those with overseas experience.
Held in the office refreshment space, the sessions have a casual atmosphere, often accompanied by pizza, lunch boxes, or pumpkin pie.
Fika Time
To promote cultural diversity and foster communication, AISC has incorporated elements of Swedish culture, such as the Fika Time.
This is a Swedish-style coffee break where employees gather to relax and chat. It offers a chance to step away from daily busyness and connect with colleagues.
Fika Time began as a response to reduced casual conversations within the group and coincided with the onboarding of new members. It was recognized that fostering a sense of security and connection was more important than ever, leading to the establishment of a twice-monthly, 30-minute Fika Time.
Employees are divided into groups of 4–5 to avoid overcrowding. These sessions require minimal preparation: members grab some snacks from a convenience store, sit down, and start with an icebreaker question generated by ChatGPT.
The initiative has successfully enhanced communication among employees, fostering conversations even among those who don’t usually interact. The relaxed atmosphere has proven to be a valuable source of insights and advice for work.
World Gourmet Share
To make the most of AISC’s multicultural environment, the World Gourmet Share idea was introduced.
During Fika Time, one employee brings a dish or snack from their home country or region to share with the group. Alongside tasting, participants enjoy learning about the dish’s cultural background and preparation. Food-centered conversations naturally create a friendly and open atmosphere.
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Driving DE&I Initiatives at GA: A Conversation with Mr. Inamoto on Past Achievements and Future Challenges at AISC
We spoke with Mr. Inamoto, who is leading the promotion of DE&I at GA, about his efforts at AISC so far and the challenges ahead.
Song: Could you tell us about the specific DE&I initiatives you have implemented so far?
Inamoto: Most of my career has been spent in research and development organizations, where new ideas are constantly required. This made me realize the importance of assembling a team with diverse backgrounds to approach issues from various perspectives. Based on this experience, when I assumed the position of Director of AISC in 2019, I set a goal of achieving a 50% ratio of women and 50% ratio of international talent. To realize this goal, I collaborated with HR to actively recruit women and international professionals and participated in career forums for international talent with my team. As a result, as of November 2024, the ratio of international staff has reached 41%, with members from the United States, India, Russia, Sweden, China, South Korea, and the Philippines. The ratio of women has also improved to 23%. Additionally, though small in scale, we have implemented initiatives such as holding biannual barbecue events and a biweekly 30-minute "Fika Time" to foster mutual understanding among team members.
Song: What do you see as the key challenges to further promoting DE&I at AISC?
Inamoto: Currently, I believe the most pressing issue is improving the retention rate of female employees. Women have a turnover rate approximately 10% higher than that of men at AISC. This suggests we may not be providing a workplace environment that is fully comfortable for women. To address this challenge, I have joined the company's "Women's Empowerment Working Group" and am making an effort to directly hear as many opinions from working women as possible. Additionally, I am encouraging male team members to actively participate in seminars and other events designed for women, increasing opportunities for them to listen to and understand women's perspectives.
Song: What new initiatives are you considering to further promote DE&I?
Inamoto: I also want to create a welcoming environment for our international members. The real estate industry we operate in tends to be quite domestic in nature. At AISC, all members are expected to contribute in terms of planning, which means we require a high level of Japanese language proficiency even from international members. To address this, we are also asking Japanese members to improve their English skills. Currently, our weekly general meeting is conducted in English, but starting in November 2025, we will implement "Wednesday is English Day!" as part of our broader efforts. Through these initiatives, we aim to create a workplace where all members, regardless of nationality, can work comfortably.
Conclusion
This concludes the overview of AISC’s current DE&I status and future initiatives. What did you think? AISC will continue to take concrete actions and set goals to build a workplace that is even more diverse and enriching.