株式会社リベルタ (Liberta Co., Ltd.)

Climate Impact & Sustainability Data (2022, 2024, 2024-03-26)

Actively promoting diversity and inclusion in hiring and promotion, though without measurable targets.

Established a Nomination and Compensation Committee with a majority of outside directors.
Implemented an executive compensation system that includes fixed compensation, performance-based compensation, and equity-based compensation (restricted stock).

Lack of English language disclosure.
Lack of electronic voting platform for shareholders.
Absence of defined succession planning process with transparency and public disclosure.
Absence of measurable targets for diversity and inclusion.

Future consideration of English language disclosure based on foreign investor ratio and cost-effectiveness.
Future consideration of electronic voting platform based on shareholder composition and cost-effectiveness.
Future consideration of improving transparency and public disclosure of succession planning process.
Future consideration of establishing measurable targets for diversity and inclusion.

35% women in management positions as of March 26, 2024
92% of management positions filled by mid-career hires as of March 26, 2024
Implementation of a four-level 'selling know-how' certification and education program
Improvement and implementation of the current personnel evaluation system to visualize abilities and clarify self-challenges
Utilization of 'Dream Management,' a life coaching program developed by Floyd Consulting
Active promotion of automation and rationalization using RPA and AI in product planning

Transitioned from a board of directors company to a company with an audit and supervisory board on March 26, 2024
Establishment of an independent nomination and compensation committee with a majority of outside directors
Implementation of a performance-based compensation system, stock option plan, and other incentive programs
Disclosure of total compensation for inside and outside directors and auditors

Need to improve the transparency and disclosure of succession planning processes
Need to consider the use of electronic voting platforms and English translation of meeting notices
Need to consider English language information disclosure
Need to further develop and disclose sustainability initiatives

Ongoing review and improvement of corporate governance practices
Future consideration of cost-effectiveness and stakeholder ratios before implementing electronic voting and English language materials

35% women in management positions as of March 26, 2024
92% of management positions filled by mid-career hires as of March 26, 2024
Implementation of a four-level 'selling know-how' certification and education program
Improvement and implementation of the current personnel evaluation system to visualize abilities and clarify self-imposed challenges
Utilization of 'Dream Management,' a life coaching program developed by Floyd Consulting
Active promotion of automation and rationalization using RPA and AI in product planning and back-office operations

Transitioned from a board of auditors company to an audit committee company on March 26, 2024
Establishment of an independent nomination and compensation committee with a majority of outside directors
Implementation of a performance-based compensation system, stock option plan, and other incentive programs
Disclosure of total compensation for inside and outside directors and auditors

Low percentage of foreign investors and institutional investors, leading to the non-adoption of electronic voting and English-language disclosures
Lack of transparency and public disclosure regarding succession planning for executives

Future consideration of cost-effectiveness and shareholder composition before implementing electronic voting and English-language disclosures
Ongoing development of next-generation talent through management training, promotion to director positions, and supervision of business execution