POSTPONED: Tokyo Spring
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[EVENT POSTPONED]
Monday, March 2, 2020 Roppongi Hills Club 18:30-21:30 *This event is ON the record. [EVENT POSTPONED]
F̶a̶l̶l̶ ̶e̶v̶e̶n̶t̶ ̶-̶ ̶T̶h̶u̶r̶s̶d̶a̶y̶,̶ ̶O̶c̶t̶o̶b̶e̶r̶ ̶2̶2̶,̶ ̶2̶0̶2̶0̶ |
IMPORTANT UPDATE
Please note that the 2020 events, originally scheduled for March 2 and October 22, has been postponed until further notice.
Thank you for your understanding and should you have any questions, please contact programs@accj.or.jp anytime.
Vision Statement
Building on the support for and success of the 2019 Women in Business Summit that looked not only at the perennial topic of increasing the participation of women in the workforce in Japan, but also spread the lens wider to discuss topics related to increasing workforce productivity, the Women in Business Committee has decided to launch a new format for 2020 and will hold an event series called “Conversation and Cocktails” in place of the 2020 Tokyo Summit.
Whilst the weighty topics we cover have not diminished, we will try a new style of meetings for 2020, focusing on the well-received panel discussion format and splitting the Summit into two evening “Conversation and Cocktails” events, making it easier for interested participants to attend. One session is scheduled for the Spring and one for the Fall.
The first topic, scheduled for March 2, 2020 (Monday) and in partnership with the ACCJ’s Young Professionals Forum (“YPF”), will focus on “Millennials – Challenging Diversity Norms and Advancing a Culture of Inclusion.” This will aim to promote and help cultivate diversity to drive strategy for an inclusive community, organization and workplace by drawing out what diversity means for Millennials (for example, not simply gender); the challenges faced by panel speakers given their own diverse backgrounds; how they deal with colleagues/customers who may have unconscious biases given their background and how their experiences are shaping the way they are running their businesses.
This topic has been carefully chosen as companies struggle with the changing nature of the modern workforce and see the need to adapt age-old practices to incorporate wider diversity in thought. We look to provide practical advice to companies on how to look at best practices to do the best for their employees – not just women, but also for men as well.
The Fall event, scheduled for October 22, will focus on the path to leadership and will be the same innovative “Conversation and Cocktails” format.
Please note that the 2020 events, originally scheduled for March 2 and October 22, has been postponed until further notice.
Thank you for your understanding and should you have any questions, please contact programs@accj.or.jp anytime.
Vision Statement
Building on the support for and success of the 2019 Women in Business Summit that looked not only at the perennial topic of increasing the participation of women in the workforce in Japan, but also spread the lens wider to discuss topics related to increasing workforce productivity, the Women in Business Committee has decided to launch a new format for 2020 and will hold an event series called “Conversation and Cocktails” in place of the 2020 Tokyo Summit.
Whilst the weighty topics we cover have not diminished, we will try a new style of meetings for 2020, focusing on the well-received panel discussion format and splitting the Summit into two evening “Conversation and Cocktails” events, making it easier for interested participants to attend. One session is scheduled for the Spring and one for the Fall.
The first topic, scheduled for March 2, 2020 (Monday) and in partnership with the ACCJ’s Young Professionals Forum (“YPF”), will focus on “Millennials – Challenging Diversity Norms and Advancing a Culture of Inclusion.” This will aim to promote and help cultivate diversity to drive strategy for an inclusive community, organization and workplace by drawing out what diversity means for Millennials (for example, not simply gender); the challenges faced by panel speakers given their own diverse backgrounds; how they deal with colleagues/customers who may have unconscious biases given their background and how their experiences are shaping the way they are running their businesses.
This topic has been carefully chosen as companies struggle with the changing nature of the modern workforce and see the need to adapt age-old practices to incorporate wider diversity in thought. We look to provide practical advice to companies on how to look at best practices to do the best for their employees – not just women, but also for men as well.
The Fall event, scheduled for October 22, will focus on the path to leadership and will be the same innovative “Conversation and Cocktails” format.
Gold Sponsors
SPONSOR MESSAGE
We’re at our best when all voices are heard and valued and employees can contribute fully. At AbbVie, embracing diversity and inclusion is one of our company Principles. Living by this Principle helps us innovate, understand our customers and attract and retain talent. We’ve built this strategy into how we work every day. We are proud to support measures that promote greater diversity and inclusiveness in the communities where we live. |
SPONSOR MESSAGE
Aflac Japan has been actively promoting diversity to achieve sustainable growth by respecting the diversity of all employees and building an environment where employees can perform at their full potential. We aim to create new value by driving innovation further through organic cooperation among employees with diverse capabilities, ideas, and values. |
SPONSOR MESSAGE
“Character, ability and intelligence are not concentrated in one sex over the other, nor in persons with certain accents, or in certain races, or in persons holding degrees from some universities over others. When we indulge ourselves in such irrational prejudices, we damage ourselves most of all and ultimately assure ourselves of failure in competition with those more open and less biased.” J. Irwin Miller, 1909-2004 |
SPONSOR MESSAGE
en world is a leader in connecting global companies and internationally-minded candidates throughout the APAC region. |
sponsor message
At PwC, we respect and value differences. We know when people from different backgrounds and with different points of view work together, we create the most value. As our Chairman, Bob Moritz said at the launch of our partnership with UN Women’s HeForShe initiative: "Gender equity unlocks everyone's potential and that's good for our future as individuals and all of society." Through this partnership, and our ongoing global diversity journey, we are working towards achieving global gender equality in the workplace and beyond. However, no organisation has the sole right answer; by sharing experiences, we know the best ideas come from having many voices in the conversation. |
sponsor message
For 20 years, Robert Walters Japan has helped Japanese businesses grow effective teams and tackle diversity challenges, as well as support female professionals in building fulfilling careers both now and into the future. Diversity is a key component in our success, demonstrated by our employees coming from over 35 countries. The number of men and women at Robert Walters Japan is approximately equal, and women hold 30% of managerial positions. We have also been granted the 3-star “Eruboshi” certification by the Ministry of Health, Labour and Welfare in recognition of our efforts to promote women’s career advancement in the workplace. |
sponsor message
Diversity and inclusion are inherent core values of White & Case, embedded in all we do as one Firm in our offices around the world. We are committed to ensuring diversity in the hiring, retention and promotion of everyone at the Firm, and to supporting best practice efforts to increase diversity in the legal profession. As a truly global law firm, with people of diverse backgrounds who speak 89 different languages and work in 44 offices located in 30 countries, diversity and inclusion for White & Case is not a choice – it is a professional imperative. |