Promoting Women’s Empowerment


Women comprise approx. 70% of the workers providing the Prestige International Group’s services. Women’s active participation in the workplace is essential for our company to achieve further growth. Through the Woman Excite Project, the company is listening to the voices of its employees and endeavoring to resolve issues particular to women through the revision of the personnel system and human resource training methods, as well as fostering an organizational culture and creating systems that make work feel rewarding to female employees.


Promotional System

Click to open expanded viewPromotional System chart

Indicators and Targets

  1. Aiming for a 50% Ratio of female managers by FY 2023
  2. A company that enables employees to pursue job satisfaction by making the most of their individual abilities, regardless of age or gender
  3. Promotion of working-style transformation in response to lifestyle

Percentage of Female Employees

Combined Data for Prestige International Inc. and Major Group Subsidiaries* in Japan

As of March 31, 2022

  • pie chart: Percentage of employees
  • pie chart: Percentage of new graduates hired
  • pie chart: Ratio of executives
  • pie chart: Ratio of department heads
  • pie chart: Ratio of section managers
  • pie chart: Ratio of chiefs (assistant section managers)
  • * Breakdown of major subsidiaries (Prestige Core Solution inc., Prestige Global Solution inc., and Premier Business Technology Inc.)
  • * Number of new managers appointed during FY 2021 (Total: 30, including 15 women)
  • * Calculated for all full-time employees.

Consolidated Data for Prestige International Group Companies

As of March 31, 2022

  • pie chart: Percentage of employees
  • pie chart: Percentage of new graduates hired
  • pie chart: Ratio of executives
  • pie chart: Ratio of managers
  • * Calculated for all employees

Trends in the Ratio of Female Managers

As of March 31, 2022

bar graph: Trends in the Ratio of Female Managers

  • * Total data for Prestige International Inc., major Group subsidiaries in Japan, and overseas offices.
  • * Calculated for all managers.

List of Accreditations

  • Kurumin Certification
  • Eruboshi (2 stars)
  • Akita Prefecture Women's Advancement Promoting Company Award
  • Toyama Women's Advancement Promoting Company Certification
  • G20 EMPOWER Advocate

Initiatives Being Implemented at Each Location

Akita BPO Main Campus

Gathering of Mothers on Parental Leave

A "Gathering of Mothers on Parental Leave" was held for employees on parental leave to provide support in making a positive start toward returning to work.
Prestige International believes it is important to create an environment where mothers can consult with other mothers who have the same concerns and share information before returning to work in order to prevent situations where mothers have difficulty adjusting to the atmosphere in their departments after returning to work, or where they worry that they may inconvenience other employees by working shorter hours, causing them to resign.
Employees who attended the gathering commented that the company created an environment that made it easier to return to work, and the Group will continue holding this event in the future.
The Group introduced a mothers-to-be support system to provide not only care for new mothers before they return to work, but also strengthen support before mothers-to-be go on maternity leave.

Yamagata BPO Park

In-office School-age Children’s Program

Because employees had nowhere to leave their children during summer and winter school holidays and were forced to take time off from work to provide care, the Group started an in-house program for elementary school-aged children where employees can leave their children without worry and concentrate on their work.
The Group created an environment that provides peace of mind for both children and their parents because the children commute together with their parents and can see their parents working while learning in the in-office children’s program, while their parents can feel close to their children as they work. The Group will continue to listen to our users and create an even better environment in order to provide firm support for parents balancing work and childcare.
Moving forward, by enriching content that children can enjoy and learn on their own, the Group will create an environment where children can be cared for not only within the company, but also outside the company at large, proactively cultivating a culture that embraces a diversity of working styles.

Toyama BPO Town

Consultation Service

Prestige International set up a web-based consultation service so that employees can easily consult with us about any concerns they have about their working style or childcare issues at their convenience.
The Group believes that extending the length of service will broaden the horizons and accumulate experience, equipping the Group to provide support that becomes the first step toward success.
In addition to the consultation service, the Group will consider different initiatives, such as creating an environment that facilitates consultation both within and outside the team, and will continue these efforts in the future as a means of curbing resignations.

Examples of Activities

Various Support Systems

L Leave (Introduced in August 2022)

Prestige International changed the name of the “menstrual leave” system for female employees who experience extreme difficulty working due to health issues caused by menstrual periods, and the scope of the system’s application has been expanded. These changes mean that the system can be used to take leave for not only menstrual health problems but also PMS and menopausal disorders, which can affect both men and women.

  • * The system has been renamed “L”, taking the first letter of “LADY” and LOH (late onset hypogonadism syndrome = male menopause).

Employee Conversion System (Introduced in April 2021)

This system was newly established to provide support to employees that helps to achieve continuous growth and plays an active role in the workplace over the long-term through the ability to choose different working styles as the lifestyle changes. Employees who are not tied to a particular work location (region-specific) and are eligible for transfer may convert to being a region-specific employee if they wish to work exclusively in their current location or do not which to be transferred again. Furthermore, region-specific employees can also convert when they wish to broaden the scope of their business activities regardless of their work location. Prestige International will continue to review this system with the aim of creating a comfortable work environment for a diversity of human resources.

Director System/Project System (Introduced in February 2021)

A questionnaire survey of Prestige International employees found that 80% of male employees and 70% of female employees wish to play a more active role in the company. Based on these results, as part of initiatives to encourage greater participation, we introduced two systems aimed at creating an environment that makes it easy for employees to accept the challenge of a managerial position with a positive mindset. Through segmentalization of the work performed by managers and the establishment of new roles and responsibilities, these systems aim to create an environment where employees can take advantage of their fields of expertise and demonstrate their strengths.

Director System Employees gradually take on managerial duties within their department in stages.
Project System Employees learn management skills through projects apart from work within their department.

New Lifestyle Support System (Introduced in May 2020)

There are various life events that can completely change a person’s lifestyle—marriage, childbirth, or elderly care. In order to provide employees with support that takes their family circumstances into consideration, Prestige International introduced the following four support measures under our New Lifestyle Support System in addition to our existing congratulatory/condolence allowance and leave systems.

  • Single Mother/Father Support Allowance
    To reduce the stress and anxiety of raising children alone as much as possible, Prestige International provides employees who have become single parents through divorce or bereavement with a lump-sum support payment.
  • Elderly Care Support Leave
    Because of the increasing aging rate, the number of elderly people needing care is expected to increase. For this reason, employees with family members who have been certified as requiring care at Long-term Care Level 2 or higher are provided with five days per year of leave for one person requiring care and 10 days per year for two people or more.
  • Mother-to-be Support Leave
    During pregnancy, women’s hormonal balance changes in preparation for childbirth. Pregnant women not only become easily exhausted but can also experience difficulty sleeping. For these reasons, female employees who notify the company that they are pregnant receive five days of support leave in addition to Outpatient Leave.
  • Father-to-be Support Leave
    Male employees who notify the company that their spouse is pregnant receive five days of support leave.

Despite being introduced only recently, this system is being used by many employees, especially Elderly Care Support Leave. The aging rate is higher in regional areas than in central Tokyo, and the regions where Prestige International’s BPO centers are located have especially high elderly populations. Since the company establishes bases in regional areas, the Group feels that there is a particularly high need for the Elderly Care Support System, and moving forward, the company will continue to listen to the voices of its employees and endeavor to further enhance employee satisfaction.

JOB Return System (Introduced in December 2019)

Prestige International carries out a variety of different initiatives in order to create a comfortable working environment/climate for employees. The Job Return System was introduced for the purpose of providing options that match employees’ diverse life plans, enabling them to reuse the skills and experience acquired at our company.

Eligibility Requirements
  1. Those who were employed at the company for one year or more before retirement/resignation.
  2. Those who are in good physical and mental health, and who have no difficulties performing their work.
  3. Those whose retirement/resignation was due to pregnancy/childbirth, childraising, elderly care, spouse’s work transfer, career advancement, or another reason recognized by the company.
  4. The circumstances stated in 3. above have been resolved and an environment is in place to enable them to return to work.

As the business activities of the Group continue to expand in the future, securing human resources will be a constant issue. The Group will create a system to take on outstanding human resources without being bound by Japanese employment practices.

Hourly Paid Leave System (Introduced in June 2019)

As Group-wide initiatives, in the past Prestige International created a half-day paid leave system (available to all employees except part-time workers) and systems encouraging employees to take paid leave consecutively. The Group had also undertaken a variety of different initiatives aimed at career development, such as a system for publicizing available posts and job requirements in-house and recruiting applicants from within the Group (Open Position), as a means of supporting the career advancement of employees. In order to provide more flexible working styles and improve employee satisfaction, the Group introduced a system that enables employees to take paid leave in hourly units.

With women comprising more than 70% of Prestige International’s workforce, the Group can respond flexibly to employees’ individual circumstances with employees frequently using hourly paid leave to attend school events or take their children to hospital appointments rather than using up a full day’s paid leave. This system also has the merit of increasing operations uptime.
Endeavoring to further improve employee satisfaction, moving forward, the Group will continue to make adjustments aimed at constructing support systems for diverse working styles and career paths.

Interview with Ms. Yoshida, Director in Charge of Promoting Women's Advancement

Nao Yoshida

Director in Charge of Promoting Women's Advancement, Prestige International Inc.
Director and Executive Officer, Prestige Global Solution, inc.

Ms. Yoshida joined Prestige International’s San Francisco branch in the United States in 2000. After gaining experience in positions ranging from call center operator to claims agent, she also took on sales operations in 2005. Her main responsibility is overseas business activities such as international travel insurance BPO business activities and healthcare programs. In 2007, she was the first corporate headquarters’ employee to take maternity/parental leave, and is currently juggling work and home life as a mother of two children.


My name is Nao Yoshida, and I will be in charge of promoting women’s advancement from 2022.
I joined Prestige International’s U.S. subsidiary 22 years ago and was the first employee to take maternity/parental leave at corporate headquarters. I am now a mother of two children, and I battle daily with trying to balance work and childcare. I find it very challenging and sobering to wear two hats while being involved in global business activities, but I am determined to create synergy by further boosting my experience and inventiveness, which I have been pouring into the creation of value that exceeds our customers‘ expectations. Taking over the baton from my predecessors, I will do my very best to fulfill this important responsibility.

Future Initiatives

Representatives from each BPO center, including myself, have formed a nine-member team called WEPRO and have begun carrying out initiatives. With enthusiastic WEPRO members playing a central role, the Group will listen to employees’ voices and plan different projects, advocate reviews of the company’s personnel system and human resource development methods, work to resolve issues, foster an organizational climate, and promote the creation of a rewarding work environment, proactively addressing the following three points.

1. Instilling and introducing diversity and inclusion

Previous officers in charge of promoting women‘s advancement achieved results by focusing on the advancement of women. As the next step, without overly focusing on women’s advancement, the Group hopes to create an environment where diverse individuals can be themselves at work so that all employees can play an active role in the workplace. It is precisely because the company specializes in situations where issues can only be solved by people that I am convinced that having an organization composed of diverse individuals leads to the creation of new value.

2. Being familiar role models that are not out of reach

The Group will use a variety of different means to motivate employees who will lead the next generation so that they can aspire to become leaders capable of showing their true selves. Prestige International wants to model a broad array of career patterns, and sharing small success stories will help them to gain self-confidence. Through these activities, the Group would like to work with everyone to help them discover the secret to taking a step forward, leading others, and maintaining passion.

3. Strengthen our communication ability

Working together with the Prestige International Aranmare sporting teams, which symbolize women’s advancement, the Group will pour effort into enhancing the ability to communicate Group initiatives to the outside world and spreading Group activities. In addition, through exchange with companies that promote diversity and inclusion, the Group will continue to engage in dialogue with society and evolve our working styles to accommodate the lifestyle of all our employees, walking hand-in-hand with the local community.