Our employees are encouraged to proactively raise their hand to challenge themselves to work that interests them, and we give opportunities to people who are motivated. This is our corporate culture.
Congrès provides a foundation for our employees’ self-development, with various schemes in place including the “Mentor scheme,” through which employees can obtain advice from your more senior colleagues, “External training scheme” that offers regular learning opportunities and “Skill-enhancing seminars” held in-house. In addition, our junior employees have a networking meeting on a regular basis, from which various ideas and requests are generated, such as “I’d like to be involved in work related to such-and-such” or “I’m really interested in creating a cultural program like such-and-such.”

Congrès has a diverse workforce and women account for half of all employees. Various work styles are available, and we have many long-term career employees who have taken maternity/paternity leave and then returned to work, those who have returned to their former position while on shortened working hours, those who have transferred from shift-based jobs at facilities to office jobs, and more. In recent years, we have introduced remote work and a staggered working hour system, offering an environment in which employees can build their careers while working in varied ways.

Creating fora where new ideas emerge. This concept is important to Congrès and is reflected in our Tokyo Headquarters’ offices. Through meeting rooms that encourage people to change their perspectives and ways of thinking, work areas with open, unassigned seating and common areas with sofas or counter seating, we endeavor to energize communication between employees and departments to facilitate the generation of new ideas on a daily basis.