Sustainability at CyberAgent

Driven by our vision "To create the 21st century's leading company," and guided by our Mission Statement as our code of conduct, we aim to enhance long-term growth and corporate value while contributing to the development of Japanese industry through our internet-centric business activities. In 2021, we formalized our corporate raison d'être by establishing our Purpose: "To break through the stagnation with new power and the internet."
 

Since the founding, CyberAgent has recognized human capital as the engine of competitive advantage, and cultivating this vital asset remains our highest management priority.

Similarly, we view information security architectures, which are indispensable for operating internet services, as a core foundation supporting our sustainability and are dedicated to strengthening their framework.

Furthermore, we recognize climate change, a critical global challenge, as a material sustainability risk and are promoting initiatives to reduce environmental impact.

We identify maximizing human capital as our ultimate sustainability focus. Our human capital strategy is anchored by three foundational pillars: acquiring top talent while driving diversity, institutionalizing succession planning, and continuously elevating workplace environments. To ensure accountability, we execute actionable programs backed by key performance indicators.

Our HR infrastructure is built upon four strategic pillars: hiring, talent development, energizing the organization, and optimal talent allocation. We maximize employee motivation to cultivate self-driven individuals who excel at autonomous decision-making, while enhancing loyalty to ensure the long-term growth of our business.

Embracing diversity is a core catalyst for our long-term sustainability. With female professionals making up 34% of our total workforce, we offer tailored career-advancement frameworks, alongside grassroots initiatives from our internal, cross-functional women's networks, to foster long-term leadership.

To monitor our progress, we benchmark it using two key performance indicators (KPI): the employee turnover rate and the female managers ratio. We continuously track their trends to ensure accountability.

To build a resilient foundation that sustains growth through leadership transitions, we focus on nurturing the next generation of executive leaders.In 2022, we launched a President training program for 16 internal candidates. This structured pipeline culminated in the appointment of a program graduate as our second President and Representative Director in 2025.We are currently driving a seamless handover from our founding President by establishing a temporary co-leadership structure composed of two Representative Directors, ensuring strategic continuity and governance stability.Additionally, we conduct regular training for our third-generation leadership team, executive programs to expand female representation on the board, and initiatives to appoint talented young professionals.
 

Aiming to expand our leadership pool over the medium to long term to ensure value creation, we have established the number of participants in our executive development programs as a KPI to track the continuous selection and nurturing of management talent.

Grounded in our core principle of "bold challenges paired with psychological safety," we strive to foster a secure work environment where employees can maintain physical and mental well-being over the long term, thereby unlocking their internal motivation to value creation.
 

To track the progress of this initiative, we continuously monitor the percentage of employees who report feeling fulfilled at work in our annual company-wide stress check, striving to maintain a relatively high level to ensure long-term growth.

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  Our People by the Numbers

  We present comprehensive workforce data, including employee headcount and managerial ratios, providing a transparent view of our organizational structure.

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  Human Capital

  This section outlines our initiatives designed to maximize human capital.

Operating a diverse portfolio of internet services, we position information security alongside human capital as a top-priority sustainability theme.Targeting zero major security incidents and absolute impact minimization, our Group IT Promotion Division oversees third-party system audits across all products and deploys "Security CREST," our proprietary security rating framework.We centrally monitor the status across the entire group, execute ongoing countermeasures, and report to the Board of Directors quarterly to manage this as a corporate risk for long-term growth.
 

Furthermore, we rapidly share information via industry associations and implement practical measures, including Red Team operations and bug bounty programs. This multi-layered defense architecture ensures proactive threat mitigation and continuous innovation.

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  Information Security

  This section outlines our strategic framework and ongoing initiatives to mitigate information security risks and ensure enterprise resilience.

To realize a sustainable society, we recognize climate change as a material issue and strive to reduce environmental impact. Due to our business structure, our direct emissions are extremely low; the vast majority are indirect emissions from electricity consumption in offices and data centers, as well as supply chain greenhouse gas emissions.
 

As a tenant in leased offices, we promoted energy-saving measures and the phased introduction of renewable energy electricity plans. Consequently, we achieved an 8% reduction in combined Scope 1 and Scope 2 emissions in FY2025 relative to our audited FY2022 baseline. We will continue to drive group-wide efforts to achieve absolute reductions against the FY2022 baseline to support long-term growth.

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  Environment

  This section presents CO2 emissions data and other related environmental metrics for our group.