Our approach to diversity promotion
We uphold the principle of bringing together individual strengths to form the best team. We believe that the strength of each individual and our diverse talents are the foundation of our competitiveness. We respect individual diversity and foster a rewarding and comfortable workplace culture so that each and every employee can maximize their potential.
Initiatives to promote diversity
We are actively promoting diversity by creating a workplace environment where every individual can shine and feel respected, as well as by actively hiring a diverse workforce to establish a resilient corporate structure.
Creating a comfortable working environment
We continuously enhance our work environment so diverse talent can thrive by leveraging their unique individual strengths. Specifically, we provide flexible working arrangements tailored to support employees raising children, senior staff, and individuals with disabilities. To promote a mutual understanding of diverse values, we have introduced hot-desking and refresh areas that encourage open communication. Furthermore, our flat culture—exemplified by addressing all colleagues with the egalitarian ‘-san’ suffix regardless of rank—emphasizes mutual respect and fosters an inclusive workplace where everyone feels comfortable expressing their views.
Recruiting diverse talent
(1) New graduates
While we have traditionally focused on mid-career hiring, since FY2023/9, we have implemented measures to help new graduate candidates gain a deeper understanding of the M&A industry, such as expanding internship opportunities and company briefing sessions. In April 2025, we hired 33 new graduates. Going forward, we aim to hire approximately 40 new graduates per year.
(2) Women
To enhance diversity, we are proactively recruiting women through tailored materials and events. Given the challenges of hiring mid-career female consultants, we strategically focus on securing female new graduates for these positions. Moving forward, we will continue these targeted recruitment activities while fostering an inclusive workplace that empowers women’s active participation. As of September 30, 2025, we had 77 female employees.
(3) Senior employees
We actively recruit experienced senior professionals who have reached the mandatory retirement age at other companies or have chosen early retirement, provided they possess exceptional skills, technical expertise, or extensive experience.
(4) Employees with disabilities
We actively hire employees with disabilities as part of our commitment to promoting diversity. As of September 2025, four employees with disabilities work at Strike, and we will strive to establish an environment where they can work with peace of mind, as well as support systems, ensuring we comply with the statutory employment rate of 2.5%.
Number of employees by employment type (FY2020/8 - FY2025/9)
| FY2020/8 | FY2021/9 | FY2022/9 | FY2023/9 | FY2024/9 | FY2025/9 | |
|---|---|---|---|---|---|---|
| Number of employees | 140 | 191 | 220 | 278 | 368 | 452 |
| Number of temporary employees | 23 | 28 | 32 | 36 | 52 | 67 |
The number of employees is the number of full-time employees, including those seconded to the Company from external organizations. The number of temporary employees, which includes part-timers and individuals dispatched from temporary staffing agencies, is calculated as the average number of persons employed during the year.
Human rights policy
The responsibility of companies to respect human rights is becoming increasingly important worldwide. We have established a human rights policy, recognizing that respecting human rights throughout the entire supply chain is essential for business continuity and the sustainable enhancement of corporate value, given our relationships with various stakeholders in our business.
Human Rights Policy
Fundamental Policy
Strike Group ("we," "us," or "our") respect international human rights principles such as the eight core labor standards of the International Labour Organization, the Universal Declaration of Human Rights, and the United Nations Guiding Principles on Business and Human Rights.
Scope of application
This policy applies to all officers and employees of the Strike Group. We also encourage all business partners to respect human rights, avoid violations against human rights, and address negative impacts on human rights.
Respect for diversity and prohibition of harassment and discrimination
We respect diversity and prohibit discrimination based on race, ethnicity, religion, ideology, creed, nationality, place of origin, gender, gender identity, sexual orientation, age, health status, or disability, and does not tolerate any form of harassment.
We also ensure equal opportunity in employment and equal treatment of executives and employees.
Prohibition of forced labor and child labor
We do not tolerate any form of forced labor, human trafficking, or child labor.
Respect for freedom of association and right to collective bargaining
We respect the right of employees to form labor unions and to bargain collectively.
Safety and health
We provide and maintain a safe and hygienic work environment, comply with laws, regulations, and rules related to safety and health, and take appropriate measures to address health risks.
Freedom of expression and protection of privacy
We respect freedom of expression and protection of privacy in telecommunications and internet communications and take the utmost care to ensure that they are not infringed upon.
System for respecting human rights
We maintain a whistleblower hotline that allows employees and officers to report compliance violations, including human rights issues. In addition, the Company’s internal regulations stipulate that whistleblowers should be guaranteed confidentiality, and that any prejudicial treatment of whistleblowers should be prohibited. If a violation or potential violation by an officer or employee is discovered, an investigation will be conducted, and appropriate actions will be taken, including correction of the violation, disciplinary action against the violator, and formulation of measures to prevent recurrence.
Communication
This policy is managed by the Compliance Promotion Committee, which reports important issues to the Board of Directors. In addition, we will raise awareness of human rights by providing appropriate training to all officers and employees and disseminating this policy to external stakeholders.
Respect for human rights
We offer anti-harassment training via e-learning (see page 33) to all employees to enhance understanding and foster respect for human rights. We also have a whistleblowing system to address reports on human rights issues, compliance, and corporate ethics. If a human rights violation is identified, we take prompt corrective action and make every effort to prevent recurrence.
