Fostering Corporate Culture and Monitoring for Better Performance
- Fostering Corporate Culture Through Values

<Overview of LY Corporation Group’s Human Capital Strategy>
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Mission: Human Capital Strategy Overview From top to bottom, 1. WOW Our Users! 　By "WOW," we mean "an unprecedented experience that you just have to share with others." WOW doesn’t mean achieving 100%. It means aiming for 120% or more Aiming to achieve: Unparalleled product-driven excellence 2. Human Capital Strategy: Connecting people with business to maximize the performance of human capital and organizations. The human capital strategy is mainly divided into two areas: "Human capital reinforcement" and "Fostering a unique culture," along with monitoring. Under "human capital reinforcement," there are two components: "Facilitating growth" and "Creating environments." Under "Facilitating growth," there are three components: "Human capital development," "Evaluation/Promotion & salary review," and "Strengthening human capital portfolio." - Under "Creating environments," there are three components: "Diversity," "Workstyle," and "Well-being." Under "Fostering a unique culture," there is "Fostering a unique culture through values," which further branches into three components: "Creating opportunities to Blend cultures," "Sharing and educating employees," and "Dialogue between management and employees." Under "Monitoring," there are two components: "Engagement" and "Awareness towards DE&I."

Sharing Values

LY Corporation’s Values

LY Corporation (the “Company”) brings together people from diverse backgrounds who collaborate across differences in career paths, experience, roles, areas of expertise, age, gender, native language, and more. To harness this diversity as employees work together toward shared goals and maximize their performance, the Company has defined and shared the “LY Corporation Values” as a common set of values and behavioral guidelines for fulfilling its mission.

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Creating Opportunities for Blending Cultures

Encouraging Communication

Communication between coworkers outside of work is essential for nurturing cultural blending in a workplace with people of diverse backgrounds.

Social gatherings:
The Company offers a subsidy for internal social gatherings to provide opportunities for employees who work together to communicate and connect. Employees can receive a fixed-amount subsidy once per quarter for social gatherings with coworkers in their organization or project that are held to get to know each other better, strengthen team unity, recognize each other’s hard work, or celebrate a new beginning. The subsidy can be used for both in-person and online gatherings, including welcome parties, kickoffs, celebrations of achievements, and project wrap-up parties.


Club activities:
The Company encourages club activities to support employees expand their networks, promote communication, improve their quality of life, and facilitate smoother collaboration at work. Groups of five or more employees from multiple divisions can form officially recognized clubs. Employees connect through a wide variety of activities, including sports such as volleyball, futsal, cycling, golf, table tennis, and hiking; clubs for games, handicrafts, and drinks enthusiasts; and study groups focused on topics such as data and programming. The Company also provides a fixed amount of financial support for activities involving three or more participants, which can be used to cover expenses such as facility fees, instructor fees, and the purchase of materials and equipment.


Volunteer and advocacy activities:
There are many internal employee-led volunteer projects around common interests, skills, or efforts to solve issues in certain areas. These employees balance their usual workload while engaging in a wide range of activities such as using their announcing skills to serve as hosts at in-house and external events, or narrate company videos and other productions. Those qualified as industry or career consultants can also talk with and provide support to colleagues through the LY Corporation Peer Support program. Volunteers also lead DE&I initiatives such as the Normalization Project and Rainbow Project.

Information Sharing and Educating Employees

Sharing Information on Systems and Rules

The Company has established various business rules and workflows that employees need to adhere to in order to achieve its mission and values. Along with using the intranet to provide explanations on any new information and processes, the Company also prepares easily accessible e-learning courses for everyone to study when it best suits their schedule. Through these initiatives, the Company endeavors to ensure that employees of all backgrounds can learn efficiently and understand the rules/systems regardless of their length of service or profession.

Internal Newsletter

LY Corporation continues to evolve amid a rapidly changing social environment. Against this backdrop, employees increasingly want to stay informed about what is happening within the Company and deepen their understanding of the organization. To address this need, the Company provides timely information through its internal news media on a broad range of developments across the Company, including business strategies, the policies and latest developments of individual organizations, employee achievements, and news from Group companies. An editorial team established within the division specializing in internal communications produces interview-based articles, which are shared through the intranet and internal Slack channels to foster corporate culture and promote mutual understanding among employees.

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Dialogue Between Management and Employees

Regular Sync-Ups

One of the Company’s key initiatives is to quickly and directly communicate and share management’s approach and the reasoning behind its decisions to employees. The Company regularly holds company-wide meetings both in person and online, providing opportunities for the President and other senior executives to explain various measures, as well as their background and the reasoning behind decisions, in a clear and straightforward manner. Simultaneous interpretation in Japanese, English, and Korean is provided at these meetings, allowing employees to participate in the language they find easiest to understand. After each meeting, a participant survey is conducted, and the feedback received is shared directly with management and used to improve future communication.

Promoting Dialogue

The company-wide meetings include a session in which senior executives answer questions submitted by employees in advance. This deepens employees’ understanding of topics of particular interest while promoting dialogue between management and employees.
The Company also uses its internal media to promote understanding by interviewing senior executives on topics that employees have questions about or are particularly interested in and publishes the interviews as articles. For example, when the Company revamped its mission and values, interviews with management explained the objectives and background of the changes and addressed questions that employees were likely to have, helping employees understand the intent behind the changes. Each article includes a post-reading survey, and employees’ opinions and feedback are shared with the people featured in the article and used to strengthen two-way communication.

Monitoring for Better Performance

Visualization

The Company routinely conducts a variety of surveys to keep up to date with the conditions and state of things inside the company and among employees, visualizing these situations to better track progress towards improvements and goals.

Engagement Surveys

LY Corporation regularly tracks organizational conditions through a monthly survey that quantifies employee engagement. This produces a score that represents how motivated someone is in contributing to their organization/job and taking steps to act on it. Survey results not only help employees to stay self-aware, but also aid managers in better understanding if individuals and organizations are sufficiently engaged to perform at their best or what factors may be holding them back. The Company continuously measures, assesses, and analyzes employee engagement as a key indicator and uses the findings to improve its initiatives and enhance their effectiveness, thereby working to sustainably increase corporate value.

DE&I Awareness Surveys

The Company regularly conducts a company-wide anonymous awareness survey from a diversity, equity, and inclusion (DE&I) perspective to get a better picture of the day-to-day workplace thoughts and feelings of employees. Results are used to develop policies for advancing DE&I to help employees perform at their best, as well as to consider and review related measures.

Visualizing People Data

The people analytics division gathers and visualizes a wide range of workforce data, including employee headcount by division and job category, length of service, performance ratings, and the distribution of engagement scores, so that management and HR can access and use the data at any time.

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