SDGs relevant to our company and our efforts to address them

Through import and export of language and academic books

Through cooperative partnerships with major publishers in Japan and abroad, we support the spread of education and culture from a logistics perspective by providing a stable supply of products through the import and export of English learning materials published overseas and language and academic books about Japan and Japanese culture.

We have been exporting publications, especially Japanese language materials, to overseas markets since the company was founded to promote Japanese language education in those countries.
In 2023, we donated 1% of our pre-tax net income to the National Japan Bowl®, the nation's premier Japanese language competition.

The Head Office Logistics Department and the Yashio Product Center were integrated in August 2022 and newly started operation as "JPT Nagareyama". JPT Nagareyama uses eco-marked corrugated board for all product deliveries, and is also actively involved in SDGS (Sustainable Development Goal System) initiatives in the procurement of other materials used for cargo delivery. In addition, JPT Nagareyama will also consider the environment by using Bogus paper (cushioning material) and Airpiro🄬 (cushioning material used during export) from a manufacturer that is actively involved in SDGS initiatives. In addition, the logistics facility to be relocated to Japan GLP Corporation will serve as an evacuation center in the event of a disaster in cooperation with the local government, and we share the company's commitment to environmental and BCP measures as a facility that is open to the local community and places importance on coexistence with the community. While further refining our logistics expertise, we aim to become a company that contributes to the sustainable development of local communities through collaboration with our partners.

"With partners.
Through collaboration."

Diversity concerns.

With modifications The Company is working to ensure diversity in its human resources by making it possible to promote employees to management positions regardless of age, gender, nationality, religion, new graduates, or mid-career hires. 5 women and 1 man had taken childcare leave by April 2024, and the Company has established regulations for shorter working hour procedures that exceed statutory periods, among other measures, We are also working on measures to improve the work-life balance. Female managers account for 17.3% of management positions, and mid-career hires account for 65.2% of management positions. The Group also has foreign managers and continues to hire locally. In addition, based on the recognition that diversity in human resources is a strength that can generate change in management and business and ensure sustainable growth of the company, we are working to support work styles that make the most of diversity. Our main activities are as follows

  • （1）General Affairs Confirmation
    • ① Flexible work styles to suit marriage, childcare, nursing care, and other circumstances
    • ② Telecommuting and shorter working hours
  • （2）Promotion system to use diverse experiences and values as a source of growth
    • Promotional system for contract employees and employees
  • （3）Education and self-development programs for continued growth
    • ① In-house training system
    • ② External training system
    • ③ Self-development support system