CSR Information

Putting Smiles on the Faces of Everyone Nintendo Touches

Nintendo of America B@ND members taking part in
an event to celebrate African-American history (2020)


Working to build an environment where each and every employee can realize their potential.

We are committed to creating and maintaining an environment where all employees can take advantage of their strengths and realize their maximum potential.

Nintendo of America B@ND members taking part in an event to celebrate African-American history (2020)

Diversity, Equity and Inclusion

At Nintendo, employees are able to work regardless of age, gender, nationality or any aspect of their background to create entertainment that is fun for everyone.

Our Philosophy on Diversity, Equity and Inclusion

At Nintendo, we respect human rights and hire talent, regardless of race, ethnicity, nationality, ideology, religion, creed, origin, social status, class, occupation, sex, age, disability, sexual orientation, gender identity or marital status. As our consumers' interests and preferences continue to diversify in the world of entertainment, leveraging a diverse workforce is crucial for raising the collective strength of the company. We aim to be a workplace where all employees can reach their full potential and share mutual respect.

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 after receiving advice from an external expert. 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. Training on human rights is also conducted at our overseas subsidiaries. For example, at Nintendo of America, employees receive annual training on our Code of Business Conduct. Nintendo of America also conducts ongoing training and education on human rights for employees engaged with our supply chain and business partners. At Nintendo of Europe, all new employees receive training on the Code of Conduct, which includes sections on protecting human rights, compliance with the UK Modern Slavery Act*1 and non-discrimination and equal treatment. Refresher trainings on these subjects are conducted periodically for all employees of Nintendo of Europe. Nintendo Australia regularly implements training on the Australian Modern Slavery Act for all employees involved in procurement.

Nintendo Human Rights Policy

*1 Modern slavery act
Laws that are enforced (in European countries including the U.K., and in Australia, etc.) to inhibit companies from becoming involved in modern slavery such as human trafficking, forced labor and sexual exploitation.
Employee Comment
Diversity, Equity and Inclusion

Like Corporate Social Responsibility, Diversity, Equity and Inclusion (DEI) is more than the work of a single person or team. Our DEI work took a significant leap forward in 2015 when Nintendo of America employees came together to create our Employee Resource Groups (ERG). Around this time, we also organized and began acting on our first official “Diversity and Inclusion” strategy. It was largely people-focused, centered on recruiting, and continued to support the development of our ERGs.

In 2020, we launched a new program, the “Forum for Understanding.” The Forum became a space to build trust through listening and learning. One conversation led to another, and today, our DEI Forums have become an avenue for ongoing learning as we share new perspectives.

We’ve also assembled a group of Nintendo of America leaders responsible for various aspects of DEI as part of their everyday duties. This DEI Council works with our Executive Leadership Team to ensure close alignment with the organization’s overall business objectives, and helps support and promote our DEI strategy.

In 2023, Nintendo of America began observing Juneteenth (June 19), a federal holiday that commemorates the end of slavery in the United States, as an official company paid holiday.

Nintendo of America continues to focus on offering a welcoming and inclusive environment in service to one another, our products, the diverse consumers we represent and the communities we call home.

Robyn Corr
Human Resources
Nintendo of America Inc.

Raising Internal Awareness

To create a working environment that fosters diversity and mutual respect at Nintendo, we conduct training and distribute information to employees that is suited to local circumstances in each country. For example, Nintendo Co., Ltd. (Japan) posts articles to bring attention to gender diversity through the company’s internal network while creating opportunities to consider about diversity together in our onboarding training for new employees. Our overseas subsidiaries also engage in initiatives to raise awareness about diversity.

Nintendo of America Inc.
Supporting Employees' Development and Diversity, Equity and Inclusion

Nintendo of America continues to provide a variety of virtual and in-person learning and engagement opportunities for employees. We offer employees a self-serve online education platform that provides optional video courses taught by industry experts in areas related to software, creative and other business fields.

We also continue to offer quarterly DEI Forums, which contribute toward our collective mission to promote diversity, equity and inclusion in the workplace by bringing new insights to difficult topics, unique perspectives, and a chance to better recognize and appreciate the experiences of our diverse communities at Nintendo of America. Recent DEI Forums have focused on the connection between DEI and each of our company values to help illustrate the importance DEI has throughout all of our company. Additional documents and videos are made available to employees following each Forum in support of the most recent Forum topic.

Each year Nintendo of America’s Internship Program hosts a diverse group of early-in-career talent to participate in summer internships across a variety of departments and functional disciplines. The program increases access between Nintendo of America and diverse populations of talent, and directly supports the company’s workforce diversification efforts.

Nintendo of America Inc.
Initiatives for Diversity Through Employee Resource Groups

At Nintendo of America, we believe our results are better when our teams are mindful of perspectives and backgrounds that represent all of our consumers. Employee Resource Groups (ERG), initiatives that bring together employees with shared backgrounds and experiences, play an active part in this. Our six ERGs create opportunities that unite us through education and experience, introducing new ways every year to help our employees connect with and better understand each other. One way we do this is by sharing awareness of the many communities that exist at work. Learning from each other about different ways to look at the world creates an environment where diversity, equity and inclusion are natural parts of our culture, helping us to bring smiles to those around us.

Our six ERGs at Nintendo of America include:

  • Asian, Asian American and Pacific Islander (API) supports and empowers API employees and allies at Nintendo of America, creating opportunities to learn from one another and celebrate our multi-cultural perspectives. In FY 2022, the API ERG inspired our teams through an educational Lunar New Year and API Heritage Month celebrations. The group also delivered a cross-cultural professional development lecture series which included two segments, “Best practices for working with counterparts in other countries” and “Tips for communicating effectively through the interpreter partnership.”
  • B@ND (Black at Nintendo Dialogue) is a welcoming place of fellowship that brings focus to the African American experience where employees can engage, learn and support the diverse community of black and brown employees at Nintendo of America and outside the company. B@ND is committed to elevating awareness and promoting inclusivity through community outreach, employee engagement and talent acquisition. In FY 2022, B@ND achieved this through Black History Month and Juneteenth celebrations which were focused on community, culture and the impact African American cuisine has had on the culinary arts.
  • eNable supports and advocates for the special needs community at Nintendo of America. eNable is committed to volunteerism and spends many hours developing regional partnerships. During FY 2022, eNable ERG members volunteered at local nonprofits including an early learning center where the group improved the outdoor play area. They also participated in a holiday toy program, helping adapt gifts for recipients with disabilities. And eNable helped promote greater internal understanding by hosting a professional development panel discussion focused on the importance of closed captions.
  • HOLA is our Hispanic Latino Employee Resource Group at Nintendo of America, committed to identifying opportunities and driving initiatives that embrace and bring awareness to the Hispanic Latino communities represented by their membership. One way HOLA worked to foster awareness in FY 2022 was by honoring Hispanic and Latin American Heritage Month through a fitness class that included the many wonderful dances that uniquely represent the diverse Hispanic and Latin American community. This was followed by a multi-cultural World Cup Celebration spotlighting the special importance of fútbol in Latin American countries.
  • Nintendo Women and Allies is focused on supporting, elevating, and celebrating women through meaningful connections, learning and development, and providing an important perspective across our business. In FY 2022, the ERG participated in an online panel discussion that included leaders of women-focused ERGs across the gaming industry. To commemorate Women’s History Month, the Nintendo Women and Allies ERG hosted a discussion between women in leadership who share information about their own careers at Nintendo of America and thoughts on leadership and growth.
  • Rainbow promotes inclusiveness and connections among members of the LGBTQ+ community at Nintendo of America. In FY 2022, the ERG hosted coffee chats for LGBTQ+ and allied employees to share stories, perspectives and advice. The ERG fostered awareness across Nintendo of America, partnering to offer the option of adding pronouns to ID cards and desk plates. Rainbow promoted unity through educational articles that covered pronouns, the evolution of the Pride flag and partnered with the Nintendo of America Benefits team to spotlight the gender-affirming coverage available through our healthcare insurance plans. In FY 2022 Rainbow mentored LGBTQ+ youth at game play events in support of the community.

Supporting an Inclusive Work Environment for Our Employees

Nintendo recognizes the importance of creating an environment where female employees are fully empowered to share their abilities. The company also strives to build a workplace where employees of all identities and experiences can work enthusiastically and reach their full potential.

Nintendo Co., Ltd. (Japan)
Initiatives for Promoting Women's Careers

Based on the Act on Promotion of Women's Participation and Advancement in the Workplace enacted in April 2016 in Japan, Nintendo Co., Ltd. (Japan) achieved its goal in FY 2020 of increasing the cumulative percentage of female hires for the five-year period beginning in FY 2016 by 5% in comparison to the previous five years (approximately 20% for FY 2011 to FY 2015). With the revised Act on Promotion of Women's Participation and Advancement in the Workplace that was enacted in April 2020, we carried out initiatives started in FY 2021 to increase the total percentage of female full-time employees hired or promoted to at least 30% over five years, and successfully increased that percentage to 30.7% over a cumulative total of two years leading up to March 31, 2023. Effective in April 2023, we set a goal to increase the number of both male and female employees participating in career training and interviews by at least 20% against a FY 2022 baseline level for each of the three years from FY 2023 through FY 2025, while also aiming to sustain and improve on our progress.

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. Although same-sex marriages are not currently recognized under Japanese law, 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 the Code of Conduct for our employees, we had already established that we prohibit all forms of discrimination. In addition to introducing the Partnership System, we revised 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 as a means of raising awareness of what diversity means. In this message, the President called for all employees to adopt a renewed understanding that even speech and actions, which are not intended to harm, can cause significant emotional pain, asking for understanding and support to create 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.

Nintendo Co., Ltd. (Japan)
Secure Employment for Older Employees

Starting in March 2022, Nintendo Co., Ltd. (Japan) introduced a new workstyle system to support employees continuing to work in a way that complements their personal circumstances such as family or health, as well as design their post-retirement life in a way that suits each of their values and goals. Our full-time main career track employees 50 years of age or older can now choose to work flexibly based on personal preference by utilizing the system to take three days off a week and shorten daily work hours. By also allowing a broader range of concurrent and second jobs, and supporting outside activities such as hobbies, we provide employees with opportunities to increase their future options. In addition, we offer generation-specific training through which we work together to devise future life plans at each milestone age and raise awareness of the systems that Human Resources offers.

Building an Engaging Work Environment

Nintendo establishes a variety of supporting programs and strives to promote a healthy work environment through internal communication efforts so that every employee can work comfortably with a sense of satisfaction.

Work-Life Balance

At Nintendo, to help employees effectively maintain balance between work and their personal lives, we work to enhance and promote the use of our related programs, while striving to provide an environment that enables employees to exercise their talents fully.

Nintendo Co., Ltd. (Japan) is proactively expanding programs to support child-rearing and encouraging our employees to take parental leave. Our overseas subsidiaries also strive to enhance their programs to provide a comfortable working environment. For more information about the initiatives of our overseas subsidiaries, refer to our Q&A About Nintendo's CSR: Employee Relations.

Nintendo Co., Ltd. (Japan)
Childcare Leave Initiatives

Under the revised Act on Promotion of Women's Participation and Advancement in the Workplace that was enacted in April 2020, we have set goals to maintain 100% use of childcare leave by women and increase the percentage of men utilizing childcare leave to 50% or more in terms of cumulative totals over a five-year period beginning in FY 2021. As part of these measures, since June 2019, we have been working to promote personal awareness of our childcare leave program and other initiatives for employees who submit a childbirth notice and encouraging them to take childcare leave. In accordance with the revised Child Care and Family Care Leave Law enacted in October 2022, we have also established a program for childcare leave after birth (childcare leave for new fathers).

Nintendo Co., Ltd. (Japan)
Initiatives for Supporting Work-Life Balance

Nintendo Co., Ltd. (Japan) has a program that enables each employee to have greater control over the start and end times of their workday, with core work hours from 10:00 a.m. to 3:00 p.m. This program is intended to promote a positive work-life balance among employees, improve work efficiency and productivity, and allow us to adapt to changes in the business environment. Employees have expressed their appreciation for the increased ease of adjusting their work schedule when dealing with international time differences, as well as for the flexibility in picking up and dropping off children and family members for childcare and caregiving services. We also have a working shift interval program that ensures a gap of at least nine hours between the end of the workday and the start of work the following day.

How Our Programs Support Employee Work-Life Balance (Nintendo Co., Ltd. in Japan only)
  • Reduced Working Hours After Birth
    Flexible work hours placing focus on childcare for up to 28 days within eight weeks after childbirth
  • Childcare Leave
    Up to two years after childbirth
    Up to three years for certain employee categories
  • Reduced Working Hours for Childcare
    Work-hour reduction of up to two hours per day until the employee's children finish the third year of elementary school (approximately age nine)
    Until the end of their sixth year of elementary school for certain employee categories
  • Short-term Childcare Leave
    Up to five days a year of childcare leave per child until the end of their third year of elementary school, with no limit for the number of children
    Until the end of their sixth year of elementary school for certain employee categories
  • Special Childcare Leave
    For employees accompanying a spouse who works within Japan and away from their place of residence, up to three years of leave may be taken until the end of their child's sixth year of elementary school
  • Overseas Spouse Leave
    Up to five years of leave for employees accompanying a spouse working overseas
  • Reemployment
    Reemployment of individuals who previously had chosen to resign for the purpose of providing extended child or family care
  • Caregiving Leave
    Up to 24 months per dependent
    Up to 36 months for certain employee categories
  • Short-term Caregiving Leave
    Up to five days per year for any single family member or ten days per year for two or more family members requiring caregiving (leave available in full-day, half-day and hourly increments)
  • Reduced Working Hours for Caregiving/Specified Diseases
    Work-hour reduction of up to two hours per day for up to 36 months for employees whose individual situation involves caregiving or a Specified Disease (certain medical conditions specified in Japanese law). Employees eligible for reduced work hours can also work from home for the remainder of the day outside the core hours.
  • Exemption from Core Work Hours for Caregiving/Specified Diseases
    According to their individual situation regarding caregiving or a Specified Disease, employees are exempted from core work hours for up to 36 months and can choose which hours they come in to the office.
  • Refresh Holidays
    Offers special holidays to employees who have worked for a certain number of years
  • Annual Paid Leave Extension
    Employees are entitled to retain and use unused paid leave up to a certain limit
  • Half-day Paid Leave
    Employees can take half-day paid leave within their total number of days awarded annually, with no limitations on the number of times or other conditions
  • In addition to the above, we have implemented all employee welfare programs required by law.
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 who are raising children. The theme of these discussions is life and work after returning from childcare leave. In order to make it possible for employees to balance child-rearing and work, we recognize the need to go beyond making policies and programs. We must also provide a place where employees in the same situation can share a variety of information and consult with one another.

The 2022 child-rearing roundtable discussions were held online, with around 30 people in attendance, including some employees who were on childcare leave. Participants received advice from senior colleagues and talked about child-rearing challenges and work-life balance.

Similar to previous years, participants left favorable feedback regarding the discussions. We plan to continue these roundtables while striving to promote an environment that is conducive to balancing child-rearing and work.

Employee Engagement

Nintendo aims to maintain and develop a positive and enthusiastic workplace that is flexible and full of originality. We strive to foster a working environment that not only invigorates communication between the company and employees and energizes employee relationships, but also one that builds understanding and trust between everyone involved.

Nintendo Co., Ltd. (Japan)
Internal Communication

Nintendo Co., Ltd. (Japan) makes efforts to promote communication in the workplace.

For example, to actively share information from top management, a personal message from the President is published in the company’s internal online newsletter once a month.

In addition, we have established a system that enables employees to make recommendations to the company once a year during performance evaluations, through which we aim to foster engagement and improve proposal-making skills. The 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 mentioned.

To further encourage communication between our employees, we have set up a self-introduction page as part of our internal communication portal. Employees can edit and publish their own profile to share their work experience, interests and other things about themselves with colleagues, which helps facilitate smoother communication between employees on work matters.

Employee Comment
Creating a Welcoming and Supportive Place to Work

When I started working at Nintendo of Europe around 20 years ago, I already had two young children – and during that time, the company was always flexible when my kids were sick and I had to take care of them. Now, as Director of Human Resources, it is essential to me that we continue to build a workplace that allows our employees to integrate their work and private life. We strive to have an inclusive work culture that empowers everyone, and we are an equal-opportunities employer, where everyone is welcome in the Nintendo family regardless of gender, ethnicity, ableness or sexual orientation. There’s room for everyone.

Similarly, it’s important to us that we develop the talent that our employees have. We believe in giving people responsibility early in their career with Nintendo and that they will grow through their contribution in their role. Our Human Resources team also organizes dedicated trainings for employees who develop into a managerial role to foster our leadership culture in the company.

We also put a great focus on being in touch with talented individuals who are just starting their career and who may have not yet heard of the possibilities at Nintendo of Europe. That is why we visit recruiting fairs and cooperate with local universities to advise about potential opportunities at our company.

We’re very proud of the services that our Human Resources team provides to our employees and that we are their trusted point of contact for all questions they have about their work at Nintendo. This includes answering questions about work time and payslips but also having an open ear for more individual questions and concerns.

Our goals are building a great workplace for everyone at Nintendo of Europe and bringing smiles to our employees’ faces.

Christiane Rückert
Human Resources Department
Nintendo of Europe GmbH
Nintendo of Europe GmbH
Employee-Led Nintendo FIT Initiative

Nintendo FIT is an initiative launched in 2021 at Nintendo of Europe (Germany) by and for employees with the aim of promoting health and performance, alleviating stress, and increasing employee satisfaction. Opportunities to take part in Nintendo FIT activities are also extended to our subsidiaries across Europe whenever possible, through virtual participation and other means.

In FY 2021, we kicked off the program by tackling the topic of stress management. Nintendo FIT published articles to encourage our employees in six main stress-related areas such as eating healthy, exercising and being mindful. In support of these themes, we teamed up with our health insurance providers to offer webinars on stress management and live cooking sessions. Other FY 2021 activities included organizing weekly online fitness classes and celebrating World Mental Health Day with a company-wide virtual lunch break.

Nintendo FIT concentrated its work in FY 2022 on the opening of the Nintendo of Europe (Germany) fitness room, organizing introductory sessions with a fitness trainer, mental health training and online fitness training. Employees at Nintendo of Europe (Germany) also had the opportunity to participate in the J.P. Morgan Corporate Challenge, a 5.6-kilometer race held in Frankfurt in June 2022. The Nintendo FIT team arranged a dedicated training session to help prepare our participants to walk, jog or run in the event.

Nintendo of Europe GmbH (Germany)
Social Activities and Training on the “Event Hub”

In 2022, Nintendo of Europe (Germany) introduced the “Event Hub,” a section of the internal company network that enables employees to create and sign up for interest-based social events in their free time. For example, employees can book the sports grounds of the Frankfurt office for a match of football, table tennis, basketball and more. They can also set up multiplayer games on the Nintendo Switch systems in the Employee Area or their own systems, as well as organize board game matches and study or reading groups. Among other activities, the Event Hub has led to the creation of a knitting group, a football team and a weekly board games evening.

The Event Hub also gives employees the opportunity to offer trainings and workshops for their colleagues. Past and current initiatives include self-defense trainings, arts and crafts workshops, and a regular running group. In addition to employee-led training, the company also offers training on topics for enhancing business skills, including sessions titled “Moderation of Hybrid Meetings” and “Resilience – Discover and Strengthen Your Personal Resources.” Since our staff at Nintendo of Europe come from many different backgrounds, employees also have access to trainings on both European and Japanese culture, deepening understanding and connection. Trainings available on the Event Hub change regularly, providing many opportunities to learn.

The Event Hub platform, available for employees at Nintendo of Europe (Germany) to use, has been a chance for employees to grow, meet people, discover new interests, share their passion but also simply to socialize and come together as colleagues.

Nintendo of Europe GmbH
Strategies for Staying in Touch While Working From Home

Nintendo of Europe established virtual coffee breaks led by the Human Resources Department to help employees communicate with each other while working from home. Employees go through a simple registration process to participate and draw lots to split into groups of three to four. Participants can use the coffee breaks to talk, network, and get to know each other. The coffee breaks have been well received by participants from Germany, the Netherlands, Belgium and Italy, who have enjoyed over a thousand cups of coffee together.

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.”

Creating Office Spaces

Nintendo strives to provide pleasant office spaces for its employees.

Nintendo of Europe GmbH (Germany)
A New Office Focused on Employee Well-being, Functionality and the Environment

Nintendo of Europe (Germany) moved its European headquarters within the city of Frankfurt, Germany in September 2020. The move focused 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 opportunity to actively contribute by giving feedback, making suggestions and asking questions, all employees have been informed regularly about the move over a special intranet channel.

The new office has been designed to meet the DGNB*1 Gold certification and utilizes many environmentally sustainable materials such as carpeting made from recycled fishnets.

Features of the new Nintendo of Europe (Germany) 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
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 Australia Pty Limited
Enhancing the Work Environment Through Office Renovations

From April 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 an elevator, 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.

Talent Cultivation and Development

Nintendo’s competitive edge comes from the strengths and talents of each and every one of our employees. We believe that leveraging their abilities to the fullest enhances the long-term collective strength of the company and also increases the enthusiasm of everyone working at Nintendo.

Our Values

In order to bring smiles to people around the world through entertainment, Nintendo continues to cherish our heritage of the Nintendo DNA – originality, flexibility and sincerity – which we uphold as ideals for our employees.

Details about the Nintendo Co., Ltd. (Japan) human resources strategy, rooted in the Nintendo DNA, and our efforts for supporting it can be found here.

At Nintendo Co., Ltd. (Japan), we also provide each employee with the Nintendo Standards of Behavior, which constitute the policy for all actions at Nintendo. These guidelines include both the Nintendo DNA and the Nintendo Code of Conduct – basic rules our employees should uphold.

Our subsidiaries outside Japan have also implemented their own codes of conduct for employees.

Initiatives to Cultivate and Develop Talent

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. To continue creating an unprecedented level of fun, Nintendo strives to cultivate and develop talent at each of our locations around the world.

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 example career paths.

Please see here for more details about other initiatives at Nintendo Co., Ltd. (Japan).

Meanwhile, our subsidiaries outside Japan are also working to cultivate and develop talent. At Nintendo of Europe, for example, employees with many different native languages work together, so we offer support to help our employees communicate more easily through training in English, which is used as a common language, as well as German and Japanese (as needed).

At Nintendo of America, job openings are posted on the internal company network 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 learn 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 internal career portal, 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.

Workplace Health and Safety

Because we believe physical and mental well-being are essential to ensuring our employees can fully utilize their abilities, Nintendo has implemented measures for employee well-being adapted to the type of work 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 Health and Safety Standards in order to create a pleasant working environment. These committees create an Annual Health and Safety Promotion Plan to implement each year. The majority of committee members are appointed based on the recommendation of Employee Representatives*1. 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 Senior Director of the Human Resources Department to executive 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 distributing information on workplace health and safety within departments.

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.

*1 Employee Representatives
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; and 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)
Initiatives for Preventing Sedentariness

Nintendo Co., Ltd. (Japan) has continued initiatives launched by the Health Committee at our headquarters building in January 2022 to raise employee awareness about the health effects of sitting too long. In FY 2022, we designated several sedentariness prevention weeks, introducing simple stretches employees can do while working. We also encouraged everyone to take part in a radio calisthenics week.

In surveys conducted after these initiatives, many respondents expressed interest in continuing the activities, especially in the survey following the radio calisthenics week. As a result, in December 2022, we began playing the radio calisthenics program around 3:00 p.m. every day throughout the headquarters building and many employees have been actively participating.

The Health Committee and Health and Safety Committee will continue to distribute health-related information and take relevant measures.

Supporting Employees During the COVID-19 Pandemic

Since the beginning of the COVID-19 pandemic, Nintendo Co., Ltd. (Japan) and its overseas subsidiaries have implemented a wide range of measures to prioritize and support employee health, safety and well-being, while following the requirements and guidelines established by various governments and public authorities. Such initiatives have included systems for working from home at each location, along with efforts to prevent infection in the workplace to ensure that our employees can work with peace of mind. The table below lists a selection of Nintendo’s COVID-19 measures for employees tailored to local circumstances in each region.

Nintendo Co., Ltd. (Japan)
  • Disaster Response Committee formed to create policies for action in the event of infection, and to formulate plans to support both our business activities and employee safety
  • Special leave for employees at times when their children’s schools are closed
  • Stipend for all employees to assist with the purchase of equipment needed to work from home as well as an allowance to cover utility expenses
  • Installed partitions in offices and cafeterias to reduce the risk of transmission
  • Provided masks and installed thermometers (thermal cameras) at employee entrances
  • Offered the opportunity to receive COVID-19 vaccinations to interested employees and family members living in the same household
Nintendo of America
  • Work from home technology support, such as reimbursement for computing and workspace equipment and a monthly data stipend
  • Increased education and resources for access to physical and mental health services
  • Flexible working hours plus additional time to support employee emotional and physical well-being
  • External partnership to provide access to support services, such as child and elder care
  • Virtual medical care and counseling options, childcare support and online fitness training
  • Extensive new safety protocols to ensure employees in onsite roles were able to operate in our facilities safely
Nintendo of Europe (Germany)
  • Interdisciplinary Corona Response Group to monitor the situation
  • Regularly updated guidelines for staff to foster preventative hygiene
  • Dedicated page on the internal company network to communicate important news directly and provide guidance on workplace health & safety
  • Medical masks and self-tests provided to all employees
  • Committee formed to create articles, workshops, and other resources focused on physical and mental well-being
  • Trainings for managers to foster better understanding and support of their team members’ mental health
  • “Virtual Coffee Break” to connect employees in all Nintendo offices across Europe
Nintendo Australia
  • Flexible working arrangements that support work-life balance, such as altered start and finish times and condensed working hours
  • More frequent communication about mental health resources available to employees and their families
  • Additional training for managers on workplace mental health well-being topics
  • Increased team building activities to bring employees together, including trivia sessions, gaming competitions and a book club

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 we are 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. When needing to take extended leave or retire due to illness or injury, employees can receive a living allowance during their long-term leave and utilize the retirement support fund when retiring after the end of the leave period. We also enroll in a group long-term disability (GLTD) insurance*2 program as part of our benefit system.

Each overseas subsidiary also has developed various support systems aimed at maintaining the well-being of its employees.

*2 GLTD insurance
Guarantees a portion of monthly income until a maximum age of 65 if an employee cannot return to work after retiring due to illness or injury, regardless of whether the cause is work-related or not.
A Selection of Health Care Measures Offered by Nintendo Co., Ltd. (Japan)
  • Interviews for Employees Who Worked Longer 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 who worked 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 via the company’s internal 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 offers both on-site and virtual health and wellness services. We regularly communicate these evolving options to employees through articles on the internal company network, emails and home mailings.

All employees have access to free in-person or virtual counseling sessions through our Employee Assistant Program (EAP). Additionally, those covered under a company-sponsored medical plan have in-person or 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 our EXOS onsite Fitness Center staff offered a variety of in-person and 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 has resulted in internal parenting support groups and healthy cooking demonstrations led by a registered dietitian.

Nintendo of Europe GmbH (Germany)
Advisory Support for Employees

Nintendo of Europe (Germany) provides a range of advisory support to its employees. In April 2022, Nintendo of Europe (Germany) established the Employee Assistance Program (EAP) with an external service provider that offers employees counseling on themes spanning work and professional life, family and relationships, body and soul, life balance, health, critical life situations, and legal and financial topics. The EAP matches employees with the right advisor for every concern. Part of the support though this program will also be made available to employees at our local offices across Europe.