CSR Report > CSR Report 2021 - Putting Smiles on the Faces of Our Employees

CSR Report

Putting Smiles on the Faces of Our Employees We are committed to creating and maintaining an environment where all employees can take advantage of their strengths and realize their maximum potential.

Promoting a Diverse Work Environment

Respecting Diversity and Equal Opportunity

 As our consumers' interests and preferences continue to diversify in the world of entertainment, leveraging a diverse workforce is crucial to raising the collective strength of the company.
 At Nintendo, we respect human rights, and hire based on standards of professional aptitude and capability, regardless of sex, age, nationality, disability, sexual orientation or gender identity. We practice fair treatment and evaluate employees based on the skills they demonstrate, encouraging them to perform to the best of their ability.
 In September 2018, we formulated the Nintendo Human Rights Policy, with reference to the United Nations Guiding Principles on Business and Human Rights. This policy was adopted by a Board of Directors decision in September 2018 after receiving advice from an external specialist. All employees are notified of the policy, which is included in the codes of conduct and compliance manuals for each country. It is also introduced to new employees of Nintendo Co., Ltd. (Japan), as part of their training.

Nintendo Co., Ltd. (Japan) Code of Conduct (Excerpt)
 We do not discriminate based on race, ethnicity, nationality, ideology, religion, creed, origin, social status, class, occupation, gender, age, disability, sexual orientation or gender identity.

Nintendo Co., Ltd. (Japan)

Introduction of a Partnership System

 At Nintendo Co., Ltd. (Japan), we want to create a work environment that supports and empowers each and every one of our unique employees.
 We introduced the Partnership System in March 2021 as one initiative based on this philosophy. This system ensures employees who are in a domestic partnership with a same-sex partner have the same benefits as employees in an opposite-sex marriage. We have also established that a common-law marriage between couples* will be observed in the same way as a legal marriage.
 In our Code of Conduct for employees in Japan, we had already established that "we do not discriminate based on race, ethnicity, nationality, ideology, religion, creed, origin, social status, class, occupation, gender, age, disability, sexual orientation or gender identity," prohibiting all forms of discrimination. In addition, with the introduction of the Partnership System, we took the opportunity to revise our internal regulations regarding harassment to clearly prohibit discriminatory comments based on sexual orientation or gender identity, as well as disclosing someone's privately held sexual orientation against their will.
 Alongside the introduction of the Partnership System in Japan, we notified our employees about the issue of gender diversity with a message from our President on the company intranet as a means of raising awareness. In this message, the President called for renewed understanding that even speech and actions which are not intended to harm can cause significant emotional pain, asking for understanding and support for creating an environment in which everyone can work comfortably.
 By improving our company systems and conducting training, we will continue our work to create an environment where each of our many diverse employees can fully realize their talents.

* Corrected on August 3, 2021

Nintendo of America Inc.

Initiatives for Diversity Through Employee Resource Groups

 At Nintendo of America, we have established Employee Resource Groups (ERG), initiatives to encourage mutual understanding and increase motivation among our employees in which they come together based on their shared backgrounds, experiences and interests. These various groups support activities that promote diversity, equity and inclusivity.
 One ERG, Black @ Nintendo Dialogue (B@ND), works to champion inclusivity through community outreach, employee engagement and talent acquisition. B@ND researches and creates volunteer opportunities for Nintendo of America and its employees to engage with the Black community and raise awareness of the company's Diversity, Equity and Inclusion (DE&I) activities. B@ND also provides opportunities and platforms for employees to have open conversations around DE&I-related events and topics.
 In support of diverse talent acquisition, B@ND attends recruiting events, such as National Black MBA Association (NBMBAA) Annual Conference & Expo and Game Developers of Color Conference, to increase the pipeline of diverse candidates.

Nintendo of America Inc.

Supporting Employees' Development and Diversity, Equity and Inclusion

 Throughout the pandemic, Nintendo of America provided a variety of virtual learning and engagement opportunities for employees. We offered employees a self-serve online education platform that provided optional video courses taught by industry experts in areas related to software, creative and business fields.
 We also continue to offer Diversity, Equity and Inclusion (DE&I) resources, including our ongoing "Disrupting Everyday Bias" virtual course, which helps employees understand how to identify unconscious biases and address them in everyday life.
 In 2020, we hosted a variety of special forums in which attendees were able to share and listen to a wide range of personal and professional stories. Employees were exposed to a number of perspectives and conversations that helped deepen awareness of and appreciation for our different life experiences.
 Employees were also invited to participate in a learning program to better understand how to engage in active practices designed to eliminate racism in all its forms. Hundreds of Nintendo of America employees participated and committed to taking action on a daily basis.

Employee Comment

Robyn Corr

Robyn Corr

Human Resources

Nintendo of America Inc.

Diversity and Inclusion

 At Nintendo of America, we believe our results are better when our teams represent all our potential consumers. We understand that fostering an environment in which employees can contribute their expertise, ideas and perspectives is essential to ensuring that innovation and creativity thrive.
 In 2017, Nintendo of America focused on two key diversity recruiting elements: attraction and selection. We engaged with diverse talent to share career opportunities, participated in and sponsored a variety of diversity networking related events, and advertised on over 50 diversity job websites.
 Nintendo of America has also created Employee Resource Groups, initiatives designed to encourage mutual understanding among employees. These groups are helping others within the company develop new skills and enabling Nintendo to retain essential talent, so we're better prepared to deliver products that entertain and enrich all.
 We believe we are stronger when we help one another understand different ways of looking at the world, and together, we are creating an enduring legacy that is uniquely Nintendo.

Nintendo Australia Pty Limited

Maintaining Policies for Diversity and Equal Opportunity

 Nintendo Australia strives to conduct our business in a way that provides genuine equality of opportunity for all current and prospective employees, regardless of gender, age, ethnic origin, marital status, religion, sexual orientation or disability.
 The Nintendo Australia Recruitment and Selection Policy and the Equal Opportunity – Discrimination, Harassment and Bullying Policy ensure that the working environment is free of discrimination and harassment for all current employees, prospective employees and visitors.
 The Nintendo Australia policies are also designed to provide all employees with equal opportunity for training, development and promotion, as well as offering all candidates applying for positions at Nintendo Australia an equal opportunity for employment.

Nintendo's Policy on Women's Careers

 Nintendo's policy on the utilization of human resources is to promote employees based on the abilities they demonstrate, regardless of gender or other factors. Empowering women is one important way to make the company more competitive, and since the software industry is said to include fewer women in general, we recognize the importance of creating an environment where female employees can give full play to their abilities. We are developing systems suited to the specific circumstances in each country.
 Based on the Act on Promotion of Women's Participation and Advancement in the Workplace enacted in April 2016 in Japan, we achieved our goal in FY 2020 of increasing by 5% the cumulative percentage of female hires from the five prior years (FY 2011 to FY 2015, roughly 20%) in the following five years which started in FY 2016. With the revised Act on Promotion of Women's Participation and Advancement in the Workplace that was enacted in April 2020, we are starting new initiatives to increase the total percentage of female full-time employees hired or promoted to at least 30% over five years, starting in FY 2021.

Employee Comment

Christiane Rückert

Christiane Rückert

Human Resources Department

Nintendo of Europe GmbH
(Germany)

Systems That Support Work-Life Balance

 When I started working at Nintendo of Europe nineteen years ago, I already had two young children. I believe I was able to balance my work and family life throughout that time. Nintendo of Europe was always flexible when my kids were sick or had a vacation at school and I had to be available to take care of them. Also, when my husband and I decided to have a third child, I had already taken over responsibility as Director of Human Resources. My superior was very supportive from the beginning and encouraged me to take my time and do what I would feel would be the best for my family, like taking parental leave and coming back in part-time. During my parental leave he took over the overall responsibility for my department, and my team was very cooperative.
 Although the legislation in Germany provides a good protection for parents and the possibility to take parental leave for up to three years, not every company is so flexible in the way these rights are granted and lived on a daily basis. As an employee of Nintendo of Europe, I have always felt that Nintendo is really flexible when parents request parental leave and want to work part-time. Nintendo of Europe often goes beyond what is legally required and is extremely cooperative when parents, especially mothers, want to change their working hours. This is also possible for female employees in managerial positions although this is even more challenging for an organization.

Belinda Ardanuy García

Belinda Ardanuy García

Finance Department

Nintendo Ibérica, S.A. (Spain)

Empowering Women to Reach Their Full Potential

 As the world grows more complex, understanding and appreciating diversity is fundamental to success. Since I began working for Nintendo Ibérica in 2007, my superiors have always supported me in the development of my career with the aim of empowering me to lead cross-functional initiatives, develop strong competencies to apply in the future and to become a key driver of company growth. In 2015, my superiors encouraged me to complete a course for the Development of Female Pre-Executives organized by the government and a local business school because it would prepare me for the future and be the perfect environment for professional and cultural exchange between people and companies.
 The course enabled me to obtain a personal diagnosis of my skills, design a personal improvement plan with the help of a coach to reinforce my future leadership, as well as to share experiences and generate a network of effective relationships with other female managers. I managed to improve my daily work with regards to teamwork, conflict resolution and decision making, and I learned how to more effectively manage my time to achieve a balance between my personal and professional life.
 Based on the skills I have gained throughout my career and the course, I was promoted to Manager of the Finance Department in March 2018. This role can be challenging at times, but I am fully prepared and I am confident that I have full support from everyone at Nintendo. This was not the only course that I have taken in the past and Nintendo has always supported me, not only covering the cost but also giving me the time to do it.

Nintendo of America Inc.

An Initiative to Promote Women's Careers

An Initiative to Promote Women's Careers

(2019)

 At Nintendo of America, our employees come together based on their shared backgrounds, experiences and interests to create a variety of Employee Resource Groups (ERGs). These ERGs work to support initiatives that promote diversity, equity and inclusion. One of our ERGs, Nintendo Women and Allies, supports female employees by offering a variety of empowering opportunities that help promote women's careers. These include presentations from women in management positions, cross-departmental communication to promote leadership, presentation skill development and networking.
 In January 2020, Nintendo Women and Allies hosted an event called "Cultivating Communication Excellence" to learn better tactics for communicating, including using body language and how to speak positively about yourself in order to be more confident and comfortable in the workplace.
 In 2020, due to the pandemic and work-from-home policy, Nintendo Women and Allies pivoted to offer various virtual opportunities with topics ranging from leadership, to working culture, to dealing with isolation.
 In addition, Nintendo Women and Allies also hosted various virtual events, including a panel discussion entitled "Defining Success in Changing Time" and an event for Girls Make Games*1, in which Nintendo of America employees led a conversation with girls (8-14 years old) about how to identify and operationalize their unique strengths.

*1 Girls Make Games
Launched in 2014, Girls Make Games is an organization that offers summer camps, workshops and game jams designed to inspire and support girls interested in pursuing video game industry careers.

Secure Employment for Older Employees

 Nintendo Co., Ltd. (Japan), strives to guarantee secure employment for older employees and sets the retirement age at 65. To ensure that employees 60 years of age or older on the career track can utilize the experience and knowledge cultivated over many years, they are able to choose a style of work that takes into account factors such as their family situation and health. Specifically, we have a reduced hours system for circumstances such as elder care and family or health reasons, and also grant elective special leave. We provide support that considers work needs, and individual skills and abilities with a system that enables these employees to work as our second working generation with peace of mind.
 Laws and customs differ from country to country, so our overseas subsidiaries do not implement a mandatory retirement age.

Balancing Work and Family (Work-Life Balance)

 Nintendo strives to provide an environment that enables employees to exercise their talents fully while maintaining a healthy work-life balance.
 Nintendo Co., Ltd. (Japan) is proactively expanding systems to support child-rearing and encouraging our male employees to use parental leave. Based on the revised Act on Promotion of Women's Participation and Advancement in the Workplace that was enacted in April 2020, we are maintaining our goal of 100% use of maternity leave by women and increasing our goal for the percentage of men utilizing paternity leave to 50% or more in terms of cumulative totals over the next five years, starting in FY 2021. Nintendo Co., Ltd. (Japan) also introduced a system in September 2019 for all our work sites that allows each person to control the start and end times of their workday. This is intended to promote a positive work-life balance among employees, improve work efficiency and productivity, and to help us respond to changes in the environment surrounding Nintendo. We have also introduced a working shift interval system that guarantees a gap of at least nine hours between the end of a workday and the start of work the following day, in the interest of ensuring that employees have time for sleep and life activities.
 Our overseas subsidiaries also strive to provide the ideal working environment. For more information about the initiatives of our overseas subsidiaries, refer to our Q&A About Nintendo's CSR: Employee Relations.

How Our System Goes Beyond the Law and Supports Employees' Work-Life Balance (Nintendo Co., Ltd. in Japan only)

Usage Status (Nintendo Co., Ltd. in Japan only)

The number of employees taking childcare leave and the rate of childcare leave taken for each year indicate the number and ratio of employees who began taking childcare leave between April 1 of the prior fiscal year and March 31 of the referenced fiscal year among those with a child born during the prior fiscal year. For FY 2018 and FY 2019, until the end of June 2021, published figures indicated the number and ratio of employees who had and exercised the right to take childcare leave during the referenced fiscal year, and this data has now been updated using the calculation method described above.

Employee Comment

Suguru Matsuo

Suguru Matsuo

Human Resources Department

Nintendo Co., Ltd. (Japan)

Creating Systems to Respond to Changes in the Environment Surrounding Nintendo

 Nintendo's competitive edge is the result of close communication among employees and the goals set for each department to achieve. When we introduced the new work system, it was important for us to work to preserve these strengths while responding to the changing environment surrounding Nintendo.
 As an example, there is an increasing amount of work in developing games and operating a business that absolutely must be done regardless of time zone, such as communicating with countries outside of Japan and responding to network issues. At the same time, Nintendo has many employees who contribute to childcare and elder care, so we needed a system that makes working easier.
 We introduced a system company-wide in September 2019 by which employees can manage their own arrival and departure times. This is one of the initiatives aimed at assisting employees to be the best they can be while dealing with a changing environment and individual circumstances. After the system was introduced, employee reactions included appreciation of the increased ease of adjusting their work schedule when dealing with the time difference between overseas subsidiaries, as well as appreciation of the flexibility in picking up and dropping off children and elderly family members for childcare and elder care.
 We will continue to preserve Nintendo's strengths while simultaneously creating an environment in which our employees can use the full extent of their abilities.

Nintendo Co., Ltd. (Japan)

Creation of a Parents' Roundtable

 One way that Nintendo Co., Ltd. (Japan) supports child-rearing is through a dedicated roundtable discussion held twice a year for female employees with children. The theme of these discussions is life and work after returning from parental leave. In order to make it possible for employees to balance child-rearing and work, we see a need to go beyond establishing systematic support. We must also provide a place where employees in the same situation can share a variety of information and consult with each other.
 The October 2020 child-rearing roundtable discussion was held online, with around 30 people in attendance, including some employees who were currently on parental leave. Many people attended from home, and even employees with newborn children were easily able to attend. New parents got advice from more senior employees, and in the roundtable discussion they had conversations about child-rearing concerns and balancing child-rearing with work.
 Participants commented that simply sharing about their concerns and talking at the meeting helped them feel more at ease, and also expressed how valuable it was to hear about the other's experiences. We plan to continue these meetings in order to create a continually better environment for both childcare and work.

Bring Your Child to Work Day

Nintendo of Europe GmbH (Germany)

Bring Your Child to Work Day

(2019)

 Nintendo of Europe (Germany) strives to create a family-friendly workplace by considering the needs of employees and their children. We have a broad range of policies and programs to support families, and as a part of these efforts, we invited all children of employees to the office in September 2019 for Kids Day, an event in which children could come to see where their parents work and enjoy activities together.
 More than 200 children between the ages of 0 and 18 joined their parents for a tour of the office and a range of fun activities such as a video game tournament, a movie showing, and a Labo workshop. One of the highlights of the day was an appearance by Mario and Luigi.
 This surely was an exciting and wonderful day both for the children and the parents. We will continue to consider various ways to put smiles on the faces of employees and their children.

Nintendo Australia Pty Limited

Bring Your Child to Work Day

(2019)

 In July 2019, Nintendo Australia once again invited its employees to bring their children to work so that they could get a better understanding of their parents' roles at Nintendo.
 In addition to learning about their parents' jobs and departments, the 35 children received a tour of other departments and had the opportunity to meet the people with whom their parents spend a large portion of each day.
 This event gave the children good insight into their parents' life at work and into the bond between education and work, helping to promote communication among family members.

Growing Together as a Company

 We recognize that the strengths and talents of each employee inspire Nintendo's competitive edge. We strongly believe that promoting the development of employees to their fullest potential is the best way to increase the long-term collective strength of the company and the best path to individual job satisfaction.

Nintendo Ideals for Employees

 In order to bring smiles to the faces of people from all around the world through entertainment, Nintendo has established the Nintendo Ideals for Employees.
 In addition, at Nintendo Co., Ltd. (Japan), we have distributed the Nintendo Standards of Behavior, which constitutes the policy for all actions at Nintendo, to all employees. These guidelines include the Nintendo Code of Conduct, basic rules we should uphold as members of society, and the Nintendo DNA – the spirit and strength of our prized heritage.
 Our overseas subsidiaries, upon sharing the principles among the management of each company, have also implemented their own codes of conduct for their employees, which are adapted to the cultures of their respective countries.

Human Resource Development

 It is no small task to adapt to extreme changes in the surrounding environment while valuing the spirit of originality based on the belief that the "true value of entertainment lies in its uniqueness" and continuing to provide products and services that people will be surprised and delighted by. In order to continue to make fun that has never been seen before a reality, at Nintendo Co., Ltd. (Japan), we strive to cultivate individuals that act independently as active participants and who continue to challenge themselves while flexibly handling change.
 In addition to internal training for different experience levels, starting with new hire training, and training that emphasizes practical experience in various departments, we also provide opportunities for employees to attend external seminars as needed. We also hold managerial training for newly appointed managers, harassment training for all employees, human rights training for new hires, language training for employees who will be transferred overseas, and life planning and career design training for employees who have been with the company for a long time.
 Also, Nintendo Co., Ltd. (Japan) aims to achieve a structure that encourages good cycles of growth for each employee and the company as a whole. To provide for long-term competency development, we've established a system where employees look back periodically on their work experiences, analyze their strengths and areas with room for improvement, think about what they can do going forward to develop their strengths and demonstrate their abilities, put that all together, and have a dialog with their supervisors about it. This helps employees develop their abilities in the long term.
 Additionally, at Nintendo Co., Ltd. (Japan) we have established department introduction pages on our internal company network to help employees understand the work that is done in the company and consider their own career path and how our different tasks interconnect. The pages introduce the duties of each department, the knowledge and skills gained through doing the work of that department, and career path examples.
 We also strive to provide substantial training with a targeted purpose outside of Japan. At our European subsidiaries, for example, employees with many different native languages work together, so we offer support to help our employees to communicate more easily, such as by enhancing training in English, which is used as a common language.
 At Nintendo of America, job openings are posted internally on the company intranet for all employees to access and review, and they are able to learn about various jobs and begin a discussion with a recruiter or a hiring manager to find out more. Interview and assessment processes are in place to ensure each employee receives fair consideration for the role(s) they apply to.
 All position openings at Nintendo of Europe are posted on the company intranet, where any employee can view them and apply. These openings can also be viewed by employees at our local subsidiaries in Europe, enabling a system of internal recruitment of talent across the European region.
 Nintendo Australia advertises positions internally and encourages applications from suitably qualified employees in order to provide them with the opportunity to broaden their experience and develop their skills.

Nintendo DNA

Nintendo's Ideals for Employees

Nintendo of Europe GmbH

Strategies for Staying in Touch While Working From Home

 The Human Resources Department at Nintendo of Europe established virtual coffee breaks to help employees communicate with each other during the lockdowns for preventing the spread of COVID-19. Employees went through a simple registration process to participate, and drew lots to split into groups of 3 to 4. Participants could use the coffee breaks to talk, network and get to know each other.
 Nintendo of Europe and its subsidiaries and branch offices also held virtual sessions for managers during the lunch break. Various topics were discussed, including "Being Connected While Working Remotely – The Role of Leadership" and "The Reality of Uncertainty." We also held two open sessions for employees on "Being Connected While Working Remotely."

Personnel Evaluation System for Skills Development

 Nintendo Co., Ltd. (Japan) makes use of employee evaluations and considers them to be a great opportunity for skill development. Presenting employees with unique evaluation metrics, which guide them towards becoming exactly the kind of employee we are looking for, allows us to demonstrate a direction for developing their abilities.
 Before employees are evaluated by their managers, they have the opportunity to conduct self-evaluations of their professional behavior and accomplishments. Comparing this self-evaluation with their managers' feedback provides employees with an opportunity to discuss any discrepancies in perception and outline new goals for personal development.
 In addition, we have established a system that allows employees to make recommendations to the company, through which we aim to foster awareness and improve proposal-making skills. The company President reads through all proposals made to the company by our employees, and some of the company's improvement initiatives actively incorporate employee opinions obtained from these efforts. We also provide feedback to employees about trends in the proposals, as well as proposals that are frequently seen.

Creating a Safe and Healthy Workplace

 Because we believe physical and mental well-being is essential to energetic work that fully applies employee abilities, Nintendo has implemented measures for employee well-being adapted to their work contents and local characteristics.

Ensuring Health and Safety in the Workplace

 Nintendo Co., Ltd. (Japan) has established a Health Committee or Health and Safety Committee at each of our business locations based on our basic Health and Safety Policies in order to create a pleasant working environment. These committees create an Annual Health and Safety Promotion Plan to carry out each year. The majority of committee members are appointed based on the recommendation of the Employee Representatives*2. In addition to periodic internal inspections, they conduct activities such as personal development for employees, through efforts aimed at improving results of health examinations. Results of important health-related measures, such as health examinations, are reported where appropriate by the General Manager of Human Resources to upper management. We have also established operations chief positions in accordance with legally stipulated work classifications in order to prevent occupational accidents, and have also established procedures for responding to emergencies.
 These committees also work to raise overall company awareness through various means such as attending workshops on lifesaving and disaster-prevention training, and providing information on employee health and safety.
 Our overseas subsidiaries also have systems in place to promote health and safety, and conduct internal audits to evaluate compliance with laws and regulations concerning employee health and safety.

*2 
The Employee Representatives are appointed by a vote of confidence to represent the majority of employees at each work site and perform various duties such as signing labor-management agreements.
Nintendo Co., Ltd. (Japan) Annual Health and Safety Promotion Plan
Basic Policies Comply with laws and regulations; actively engage in workplace health and safety activities; raise individual health and safety awareness through education and personal development; build a safe and pleasant workplace through independent health and safety activities.
Activity Policies Continue to promote health and safety activities throughout the year, with a focus on 1. Compliance with laws and regulations related to health and safety; and 2. Strengthening of preventive health and safety activities.
Key Initiatives
  1. Maintenance of health and safety management systems
  2. Preventive health support
  3. Maintenance and management of working environment
  4. Health and safety education and events
  5. Maintenance of pleasant working environment

Nintendo Co., Ltd. (Japan)

Helping Employees Feel Safe at Work

 To address the spread of the COVID-19 pandemic, we established a Disaster Response Committee, with the President as the chairperson, to create policies for action in case internal or related personnel become infected, and to formulate plans that would support both our business activities and employee safety. With the spread of COVID-19, systems for working from home have been implemented at all of our locations, along with measures to prevent infection in the workplace to ensure that our employees can work with peace of mind.
 For example, we implemented work-from-home policies in response to the spread of COVID-19, and provided all employees with a stipend to assist with heating and lighting costs and the purchase of equipment needed to work from home. We have also made accommodations so that employees who come in to work can change their commuting methods and working hours, and have made preparations in the workplace such as distributing masks and installing protective partitions.

Nintendo of America Inc.

Supporting Employees During COVID-19

 When the pandemic began, we encouraged all employees who could work from home to do so, in accord with our prioritization of employee health and safety. We followed Telework guidelines that were already in place, which helped make the transition easier. As states mandated business and school closures, we offered work flexibility and provided full pay support to employees who were unable to work remotely, who met the Centers for Disease Control and Prevention (CDC) guidelines for high risk or who needed to care for dependents.
 To enable an ergonomic and effective work-from-home environment, the company offered reimbursement for work-related equipment, such as monitors, keyboards, chairs, desks and routers. Additionally, since March 2020, Nintendo of America has provided all employees working remotely with a monthly data stipend to help offset cellular and Wi-Fi charges.
 In 2021, we introduced new pay continuation options for employees, to differentiate between time off for dependent care needs versus time off for COVID-19 quarantine, illness, vaccination or recovery from vaccination side effects, and we continue to offer schedule flexibility. Additionally, we partnered with a service to provide memberships for access to care providers, such as child, elder, and special needs care and tutoring. This service also offers subsidized back-up care benefits, which provide in-home or day-care-center care when regular caregiving cannot be used.

Nintendo of Europe GmbH (Germany)

Supporting Employees During COVID-19

 Nintendo of Europe (Germany) implemented guidelines for staff and information for managers to foster the right behavior regarding hygiene measures to prevent the spread of COVID-19. We established an interdisciplinary Corona Response Group (CRG) to respond to all questions related to controlling the spread of COVID-19. In addition to setting up a dedicated page on the company intranet and providing employees with the latest information about COVID-19, we also created an email address dedicated to COVID-19-related questions and concerns, through which important news and updates were communicated directly to employees.
 After the lockdown was lifted in Germany and employees of Nintendo of Europe (Germany) gradually returned to the office, we handed out "welcome back to the office" gifts. The gifts were delivered by managers to help create a sense of unity within their teams.

Nintendo of Europe GmbH (Germany)

Mental Health Support for Employees

 Nintendo of Europe (Germany) offers mental health support to its employees. In 2020, we contracted the services of the Center for Disease Management in Munich to provide a hotline for staff who feel like they may benefit from expert advice and treatment. The hotline is designated for mental health services and can provide professional counseling as additional support.

Nintendo Australia

Supporting Employees During COVID-19

 At Nintendo Australia, we have supported our employees in various ways during the COVID-19 pandemic and the lockdowns that accompanied it. We immediately drew up a COVID Safe Plan and implemented measures to prevent the spread of infection, such as daily temperature checks for those working on-site, sanitizer stations, limited seating in eating areas and acrylic screens at dining tables.
 Managers working from home held regular online meetings with members of their team to ensure everyone would remain engaged and connected. Many departments set up informal afternoon tea chats, which gave staff the opportunity to talk about things outside of work. The Marketing Team even compiled a cookbook that was made available to all staff via the Intranet.
 Regular communications were sent to all employees with information and advice about how to make masks, look after their mental health and maintain a work-life balance and keep fit. All staff were also reminded and encouraged to reach out to a friend, colleague or family member if they felt anxious, or contact our free 24/7 Employee Assistance Program. RU OK? Day, which raises awareness of mental health, was celebrated with a hamper sent to all employees. Once the permit restrictions were eased, a "Welcome Back" pack containing face masks and other items was provided to all employees returning to the office.

Maintaining Physical and Mental Well-being

 Nintendo Co., Ltd. (Japan) is expanding its support structures with an eye toward preventing both physical and mental health issues. For example, the company supports proactive employee health maintenance plans and has established a health consultation room staffed by an occupational health physician and a public health nurse for consultations on physical and mental concerns.
 We have established a system for our locations in Japan to promote mental health through consultations with the occupational health physician and nurse, as well as support for self-care, and is working toward the prevention and early detection of mental health issues.
 In addition, improving preventative health care management is one of our main measures, and we continue to focus on increasing the consultation rate for adult disease prevention health checks.
 Each overseas subsidiary also has developed various support systems aimed at maintaining the well-being of its employees.

A Selection of Health Care Measures Offered by Nintendo Co., Ltd. (Japan)
Interviews for Employees Working Long Hours
 In an effort to prevent health problems related to long working hours, consultations with our occupational health physician are conducted not only on a voluntary basis, but with all employees working over a specified number of hours. The occupational health physician gives appropriate advice and guidance to the employee and the company to prevent health problems from occurring.
Increasing the Consultation Rate for Women's Health Screenings
 We entered into a corporate agreement with a hospital highly regarded for its women's health screenings, enabling female employees of any age to receive discounted screenings at any time of the year.
Mental Health Care
 We have implemented a Stress Check system that gives employees the opportunity to reflect on and evaluate the state of their mental health. When necessary, we promptly follow up with employees, offering sessions with the occupational health physician or an affiliated external counselor.
 The occupational health physician provides regular consultations for employees taking a leave of absence, and aids a smooth return to work by taking various measures during the month before the employee returns, such as having the employee practice commuting to work each day and reviewing their daily routine. We have established regular follow-up consultations with the occupational health physician after the employee has returned to work, and have set up systems for the employee to work reduced hours, etc.
COVID-19 and Influenza Prevention
 Along with providing information about the COVID-19 pandemic and influenza on the company network and raising awareness among our employees, we inform them of countermeasures in accordance with the current warning level.
 We also provide employees travelling overseas with health and hygiene information relevant to their destination. Employees and their families who are relocating overseas are vaccinated against infectious diseases and receive medical evaluations before and after their move.

Nintendo of America Inc.

Ensuring Employees' Wellness

 Nintendo of America was able to transition most of our on-site health and wellness services to virtual offerings at the onset of the pandemic. We regularly communicate these evolving options to employees through internal website articles, emails and home mailings.
 All employees have access to free virtual counseling sessions through our Employee Assistant Program (EAP). Additionally, those covered under a company-sponsored medical plan have virtual care and mental health care resources through the CareATC Health and Wellness Center, which includes primary care, prescription drugs, physical therapy, counseling and coaching. Most services are free or covered by a minimal copay.
 To keep employees physically active and engaged as working from home became more prevalent, our EXOS onsite Fitness Center staff offered a variety of virtual activities, including live group exercise classes, such as yoga and meditation, along with recorded videos for on-demand access. Monthly educational webinars and activity challenges are also available, all focusing on the four pillars of EXOS methodology: mindset, nutrition, movement and recovery.
 Collaboration between CareATC, EXOS and our Employee Resource Groups*3 has resulted in internal parenting support groups and weekly healthy cooking demonstrations led by a registered dietitian.

*3 Employee Resource Groups (ERG)
Our ERGs are initiatives to encourage mutual understanding and increase motivation among our employees, in which they come together and create groups based on their shared backgrounds, experiences and interests.

Nintendo of Europe GmbH (Germany)

A New Office Focused on Employee Well-being, Functionality and the Environment

 Nintendo of Europe (Germany) recently moved its European headquarters within the city of Frankfurt, Germany. The primary focus of the move was on employee participation, state-of-the-art functionality and environmental protection. To realize this, interdisciplinary committees were established. For example, the Interior Committee decided on all materials and furniture used, while the Media Committee designed the concept for meeting rooms from a multimedia perspective to enable efficient use of video conference systems and other equipment. In addition to creating a dedicated email address to give employees the chance to actively contribute by giving feedback, making suggestions and asking questions, everyone has been informed regularly about the move over a special intranet channel.
 The new office has been designed to meet the DGNB*4 Gold certification and utilizes many environmentally sustainable materials such as carpeting made from recycled fishnets.

Features of the new Nintendo of Europe headquarters include:

  • Soccer field, table tennis table and multi-sports field for volleyball, basketball and other sports
  • Parent-and-child rooms furnished with toys, books and chairs where mothers can rest or breastfeed, enabling employees to work while taking care of their children
  • Garden area and terrace with Wi-Fi
  • Fitness room
  • Unisex accessible toilet (on each floor)
  • State-of-the-art, energy-efficient air conditioning and heating system
  • Improved sun protection panels outside the building and windows that can be opened
  • New ergonomic furniture, including desks with adjustable height
*4 DGNB
The Deutsche Gesellschaft für Nachhaltiges Bauen (German Sustainable Building Council) is a system for evaluating buildings. In addition to assessing reduction of environmental impact, it considers economic aspects such as cost effectiveness and value retention, sociocultural and functional factors, including comfort and universal design, and various other sustainability themes.

Nintendo of Europe GmbH (Germany)

Launching a New Employee-Led Initiative to Improve the Working Experience

 Nintendo FIT is an initiative at Nintendo of Europe (Germany) by and for employees that aims at promoting health and performance, alleviating stress and increasing employee satisfaction.
 In January 2021, we kicked off the initiative, with employees from a variety of departments volunteering to participate. Our work is guided by the principles of interconnectedness with our existing systems and philosophy, participation and equal opportunity. Based on these ideals, we have started to develop strategies and activities to increase work motivation, prevent work-related illnesses, reduce absenteeism, increase identification with the company and improve the working atmosphere. After a careful needs assessment, we identified topics and developed solutions that take into consideration all interest groups, genders, ages and special needs. By integrating Nintendo FIT into our existing organizational management at Nintendo of Europe (Germany), we will continue to support our employees.
 Initial activities will include promoting awareness about COVID-19 through our intranet and newsletters, as well as educating employees about how to avoid and reduce stress through physical exercise, mental exercises like meditation and balanced nutrition. We are also considering keynote speeches about various health topics and online support courses through an external fitness coach.

Nintendo Australia Pty Limited

Enhancing the Work Environment Through Office Renovations

Enhancing the Work Environment Through Office Renovations

 From April 2020 through September 2020, Nintendo Australia undertook internal office renovations at the head office located in Melbourne, Australia. Some major considerations for the renovation were employee health and well-being, accessibility and environmental factors.
 The redesign of the office area allowed us to reconfigure the workspace to be more comfortable for employees. There is now more open space, with new furnishings and increased comfortable seating arrangements for staff. We also have added many indoor plants in the office area, which we believe will help in improving the atmosphere of the room and employee well-being.
 Enhanced accessibility within the building was a key consideration for the renovation. The building has now been installed with a lift, as well as disability access amenities, with the goal of offering staff and visitors greater access throughout the building.
 To reduce our environmental footprint within the building, we installed new solar films on external windows that improve heating and cooling efficiency and lighting options that turn off when areas are not occupied, which has boosted environmental performance in the office.
 As our staff returns to the office after spending the greater part of 2020 under lockdown due to COVID-19, we look forward to reconnecting with everyone in a freshly designed environment.

Nintendo of Europe GmbH (Germany)

Staying Healthy While Having Fun

 Employees at Nintendo of Europe (Germany) take part in a variety of events to promote health.
 In 2019, Nintendo of Europe (Germany) held Bike to Work Day. The Environmental Committee planned this event to provide employees with an opportunity to actively engage with the topic of environmental protection, while also drawing attention to the themes of employee health and occupational health and safety.
 In addition to a free bicycle tune-up, VR simulations, a check for shoe slip resistance, instruction on how to wear a helmet properly, an obstacle course and braking exercises with electric bicycles and smoothie making using a bicycle's pedaling motion, a prize lottery was held for all employees who commuted to work by bike that day.
 Also in 2019, Nintendo of Europe (Germany) employees took part in the J.P. Morgan Corporate Challenge running race held in Frankfurt. Promoting teamwork as a theme, for each participant in the event, 2 euros was also donated to German organizations that help fund and support young athletes and para-athletes. 192 employees from Nintendo of Europe (Germany) joined the event and competed in the 5.6-kilometer race around the city of Frankfurt. Following the race, an After Run Party was held and participants were able to spend a day together full of enthusiasm and solidarity.

Nintendo Ibérica, S.A. (Spain)

Initiatives Focused on Maintaining Healthy Lifestyles

 At Nintendo Ibérica (Spain), the CSR Committee is focused on keeping employees healthy. An example of one of our initiatives is a Health & Safety intranet channel to share information to encourage employees to maintain healthy lifestyles. In addition to health insurance information, this channel includes helpful tips on ways to sit, for example, as well as guides to events that promote greater health. Eight employees took part in the last run that was promoted on this channel and they ran ten kilometers. Feedback from employees indicates that this channel provides a trigger for employees to lead healthier lives. Another initiative, which we began in October 2016, is to provide fruit for employees in an effort to promote healthy eating habits and reduce the consumption of snacks such as biscuits, and bread and butter.
 On the first Friday of each month, 10kg of seasonal fruit is delivered to the office. Employees are enjoying having healthy snacks in the office, and the CSR Committee plans to continue activities that raise awareness for healthy eating habits.