Startup Ecosystem Tokyo Consortium held a diversity PT titled "Innovation and Diversity" on Wednesday, March 2023, 3 at the Shibuya Solasta Conference. On the day of the event, Takako Ogawa from Panarit Co., Ltd. and Yusuke Ishikawa from FamiOne Co., Ltd. took to the stage for a panel discussion on trends and initiatives related to innovation and diversity.
（1）パネルディスカッション：イノベーションとダイバーシティ*¹ 東京圏スタートアップ・エコシステムからみた可能性
After introducing the initiatives of each company on stage, we asked each company about the changes they have made through their diversity initiatives.
Next, they talked about changes in diversity through the efforts of each company. Panarit Co., Ltd. believes that a few years ago, many Japanese companies did not attach importance to human resources data, but now, with the disclosure of human capital becoming compulsory and the desire to make informed decisions, As time goes on, human resources data is being used more and more. By analyzing and utilizing human resources data, we can provide opportunities for employees to maximize their individual abilities, and as a result, diversity management that creates various innovations that utilize diverse human resources can be carried out. It has become. On the other hand, at FamiOne Co., Ltd., a few years ago, awareness of infertility treatment and fertility efforts was low, but I feel that diversity, especially in the context of promoting women's empowerment and health management, is attracting attention. It is said that they are doing so. However, on the other hand, as society as a whole is becoming more concerned about the importance of diversity, and individual awareness has not yet changed significantly, he stated that he would like to continue working on diversity and plans for the future.
*¹: Means "diversity," and specifically refers to diversity such as gender, age, nationality, race, religion, sexual thinking, and the presence or absence of disabilities. It also includes deep diversity that cannot be seen at first glance, such as work styles, careers, experience, ways of perceiving people, and ways of thinking.
（2）ディスカッションセッション
Based on the panel discussion, a discussion was held between the two speakers and the participants.
First, the topic of what companies should start from when building diversity was raised. What companies should undertake to build diversity varies depending on the phase each company is in, and although it is difficult to generalize, it is important to start with visible factors such as gender, nationality, and experience. Some people suggested that it would be a good idea to start working on it. In addition, diversity can be understood to mean that ``your company will let you know things that you were not aware of before,'' so it is a good idea to think about it from the perspective of what elements to add to your company's corporate culture. We also received feedback that this is the case.
Next, the participants exchanged views on what Japanese companies will look like when diversity increases in the future. We received positive comments such as the opinion that if Japanese companies change from a standardized organization to one with more diversity, it will be easier for employees to work more freely, and that they can expect new products to be created from unprecedented perspectives. Opinions were raised.
Finally, opinions were exchanged regarding the specific content of promoting diversity. In particular, three elements were discussed: location, age diversity, and collaboration with external experts.
First, regarding the location of headquarters functions, there was an opinion that diversity is not created by the location of the headquarters, but rather by the corporate climate and culture. In fact, Panarit Co., Ltd. has moved its head office to Tokyo, but we were told that the employees are diverse in age and nationality, creating a diverse environment.
Next, with regard to age diversity, it was said that the measures to be taken will differ depending on the purpose of seeking diversity, so it is better to first consider the purpose of widening the age range of employees. In fact, FamiOne Co., Ltd. gathers human resources from various specialized fields, each with a variety of values, so we are trying to maintain diversity by providing regular opportunities for them to rub common sense and values. doing. We also received feedback that there have been cases in which diversity and business expansion have been promoted by hiring a CHRO who can develop organizational strategies from the seed/early stage, when there are generally no HR specialists. Ta.
Finally, regarding collaboration with external experts, there was an opinion that it is important to steadily approach and collaborate with external experts through participation in events and direct contact.
