POLICY ON PREVENTING HARASSMENT AGAINST JOB APPLICANTS
This document is an English translation of the original version for reference purposes only. The original version is written in the Japanese language. In the case of any discrepancy between the original Japanese version and this English translation, the original Japanese version shall prevail.
MIXI, Inc. (the “Company”) values its relationships with job applicants and conducts recruitment selection processes, recruitment information sessions, internships, and other recruitment-related activities (collectively, “Recruitment Activities”; job applicants’ participation in such activities is referred to as “Job-Seeking Activities”) with fairness and integrity, in order to fulfill its Purpose, “Enriching communication and inspiring moments of joy.”
The Company’s basic policy is to respect the dignity of all persons participating in Recruitment Activities, and the Company regards ensuring an environment in which job applicants can engage in Job-Seeking Activities with peace of mind as an important responsibility in fulfilling that policy.
Based on this approach, the Company does not tolerate any form of harassment in Recruitment Activities, including harassment involving sexual words or conduct and any other harassment that violates the dignity of job applicants. The Company regularly provides personnel involved in Recruitment Activities with awareness-raising and training on preventing harassment against job applicants and conducting Recruitment Activities appropriately.
Meetings, interviews, communications, and other interactions with job applicants will be conducted in accordance with the following rules.
Prevention of Harassment
The Company does not engage in the following acts in Recruitment Activities:
- Sexual words or conduct, unnecessary physical contact, or any other conduct that constitutes sexual harassment
- Solicitation for dating, meals, or other private interactions unrelated to the recruitment selection process
- Excessive interference in a job applicant’s private life, or questions unnecessary for the recruitment selection process
- Intimidating, insulting, or discriminatory words or conduct
- Acts that unduly restrict job applicants’ freedom to engage in Job-Seeking Activities, such as forcing them to end their Job-Seeking Activities against their will
- Any other conduct that violates the dignity of job applicants
Implementation Format
- Meetings and interviews will be conducted either in person or online.
- In-person meetings and interviews will, in principle, be conducted at the Company’s offices, meeting rooms rented by the Company, recruitment event venues, or other locations designated by the Company.
- Online meetings and interviews will use online meeting tools designated by the Company, such as Google Meet or Zoom.
- The Company will not conduct meetings or interviews using the call functions of private communication tools, such as LINE calls or Zoom calls using personal accounts.
Timing
- Meetings and interviews will be conducted at appropriate times, with consideration for both the job applicant and the personnel conducting the meeting or interview.
- In principle, meetings and interviews will not be conducted at or after 10:00 p.m. Japan time.
Framework for Meetings and Interviews
- For meetings and interviews, the Company will record and retain the details of the session through methods such as video recording, AI-generated minutes, or meeting records. Before making and retaining such records, the Company will explain this to the job applicant in advance and obtain their consent. Information recorded and retained will be handled appropriately, within the necessary scope, in accordance with laws and regulations, internal rules, and the “Handling of Personal Information in Recruitment Activities.”
- If video recording or AI-generated minutes are difficult due to the job applicant’s preferences, the handling of highly confidential information, or other circumstances, the personnel conducting the meeting or interview will create and retain records of the session.
Methods of Contacting Job Applicants
- The Company will use contact methods approved by the Company, such as recruitment management systems, email addresses issued by the Company with company domains such as @mixi.co.jp, and scouting platforms used for Recruitment Activities, and will communicate using methods that retain a record.
- The Company will not contact job applicants through the personal social media accounts of individual personnel, personal phone numbers, or private messaging apps.
- If a job applicant asks for the personal contact details of an individual involved in Recruitment Activities, the Company will direct the job applicant to contact methods or inquiry channels approved by the Company.
Consultation Desk
The Company has established the following consultation desk so that job applicants can seek advice with peace of mind.
If you have any worries or concerns during your Job-Seeking Activities, please do not keep them to yourself; contact the consultation desk.
MIXI Group Consultation Desk
Please submit your consultation using the form below.
Details of consultations will be handled only to the extent necessary to investigate the facts and take necessary action, with due consideration for the privacy of the relevant parties, and the personal information of job applicants will be protected.
The Company will, as necessary, confirm the facts regarding consultations received and strive to prevent harm, take corrective measures, and prevent recurrence.
Job applicants will never be treated disadvantageously in their Job-Seeking Activities on the grounds that they sought consultation, raised concerns, cooperated in fact-finding, or took similar actions.
