Culture of Inclusion
Our Culture of Inclusion
Consistent with our vision of being the “Firm of Choice,” we are striving to create a culture of inclusion in order to be an organization that is highly trusted by all stakeholders including clients and that all our members are proud to be a part of.
To fulfill
this vision,
Mori Hamada willfoster an inclusive culture and environment within our firm where we respect and embrace the uniqueness of each individual and allow everyone to feel comfortable in speaking up and acting based on their own values.
create an organization within that culture and environment in which each member of the firm can perform to the best of their abilities, grow, take on new challenges, and play an active role without regard to sex, age, sexuality, disability, race, ethnicity, nationality, religion, culture, creed, or lifestyle.
and by doing so,
Mori Hamada willattract professionals from a variety of backgrounds, deepen our understanding and trust in each other, respect different perspectives and values, and inspire each other to do our best to be open to new ideas and to provide our clients with the highest-quality legal services that exceed the mere sum of our individual abilities, and provide innovative solutions that are ahead of their time.
and, through
these efforts,
Mori Hamada willcontribute to solving the various issues our clients face in response to changing times, and contribute, as a law firm and as a member of society, to a dynamic world where each individual can fully utilize their unique characteristics, by realizing the self-fulfillment of each member of our firm.
Initiatives to Create a Culture of Inclusion
We have established a task force that is composed of professional staff members from different backgrounds, and that undertakes various initiatives to build an organization where each person can perform to the best of their abilities, grow, take on new challenges, and play an active role.
The following examples are only a snapshot of our current initiatives. The forms that we should take will change according to changes in our organization and the times, and thus we intend to continue to develop and further enhance our initiatives going forward.
Creating a workplace that provides
a high degree of psychological safety
At times, we may all unknowingly get caught up in unconscious assumptions stemming from our own experiences. In order to prevent the language and behavior arising from such assumptions from causing harm to other members and compromising their psychological safety, we take a variety of measures, including using surveys and suggestion boxes to proactively collect members’ opinions, as well as fostering awareness of the issues through in-house training programs.
Furthermore, by encouraging networking among members who have common issues and interests, we are building a culture in which everyone can play an active role while being themselves, regardless of whether they are part of a smaller or larger group.
01/04
Enabling the realization of work styles suited to various lifestyles
We believe it is important to enable various work styles that are suited to each type of lifestyle, in step with each individual’s life events and personal circumstances.
We offer systems for members to take maternity/paternity leave, childcare and family care leave, and we recommend to all of our members that they take these leaves proactively. We also provide systems for shortened working hours that members are able to choose according to their individual situations, such as for childcare or family care, or according to their preferences. In addition, we have introduced a system where associate lawyers can consult with mentors on a daily basis about balancing childcare and work, as well as financial assistance for childminding services. These systems are actually used by both mothers and fathers, and we will continue to review and improve these systems based on the opinions of members to make them even better.
We received the “Family Friendly Award 2018” from the Daini Tokyo Bar Association and received a two-star Eruboshi (“L-Star,” for Labor Star) certification in 2021 for these initiatives. We will continue to foster an environment where members with various lifestyles can work comfortably.
02/04
Creating an environment where everyone can be themselves regardless of sexuality
Sexuality differs from person to person. We are working to deepen understanding through online communities and study groups that are open to everyone in order to create an environment where this truth is fully embraced, and everyone can be themselves regardless of sexuality.
03/04
A workplace facilitating cooperation as members of a team regardless of disability
We recognize the importance of inclusion and aim to create a workplace where everyone is accepted and works together as a team regardless of any disability.
Currently, members with disabilities play active roles cooperating with other members in various departments. In addition, to create a workplace where members with disabilities can work more comfortably, some staff are assigned as “job coaches” to provide support in adapting to the workplace environment.
We will endeavor over the long term to continue realizing a culture of inclusion in the workplace by hiring individuals with disabilities while also continuously reviewing our operations, creating job opportunities, and rethinking work models.
04/04
Forging and maintaining a multicultural work environment
We aim to create an organization where people with a variety of cultural backgrounds work together as a team, understanding and respecting each others’ cultures and customs.
Currently, the firm operates from 19 locations in nine countries, where people with different cultural backgrounds work together, including many members who work at those locations but have roots in other countries.
In light of the above, we prepare versions of internal rules, IT systems, and announcements in various languages besides Japanese, and we also share information in a way that takes into consideration different religions and dietary customs of our members. We also create opportunities to get to know and understand each other—for example, by holding regional meetings attended by members from our offices in Japan and other countries, offering overseas training and secondment programs, and providing information internally about our global offices and the attorneys who work there.
We recognize that customs or institutions familiar to us may not be universally applicable, and we acknowledge the importance of mutual respect for other cultures and points of view and remain committed to maintaining that awareness.
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