Expanding recruitment regions, utilizing foreign nationals and converting part-timers to regular employees
First written in FY2016. 4 of 11 entries say "Restated". Latest entry: FY2026.
41 other companies' latest entry also says "Other".
- FY2026Establishment of human capital targets for the 50th fiscal yearAnnual report
「Ratio of female permanent employees 9.5% 13.4% 15.3% 17.0% 19.0% Ratio of female managers 7.7% 12.9% 9.3% 10.4% 15.0% Number of female store managers (people) 1 2 4 3 10 Gender pay gap (women’s earnings as a percentage of men’s earnings) 77.5% 74.6% 68.5% 82.1% 85.0% Male parental leave uptake rate 91.7% 100.0% 100.0% 100.0% 100.0% Number of employees aged 65 or older covered by social insurance (people) 109 127 133 126 135」
For the 49th fiscal year actual results and 50th fiscal year targets, the company disclosed indicators including a 19.0% ratio of female permanent employees, a 15.0% ratio of female managers, 10 female store managers, an 85.0% gender pay ratio and 135 employees aged 65 or older covered by social insurance. - FY2026-H1RestatedAnnual report
「The company has advanced human resources initiatives, including strengthening new-graduate and mid-career recruitment, developing a career development program and a new evaluation system, and establishing an environment that promotes women’s participation.」
The company continues measures to secure and retain employees through stronger recruitment, career support, evaluation systems and the establishment of an environment that promotes women’s participation. - FY2025Actual human capital indicators and targets for the 49th fiscal yearAnnual report
「Ratio of female permanent employees 9.5% 13.4% 15.3% 17.0% Ratio of female managers 7.7% 12.9% 9.3% 15.0% Number of female store managers (people) 1 2 4 10 Gender pay gap (women’s earnings as a percentage of men’s earnings) 77.5% 74.6% 68.5% 75.0% Male parental leave uptake rate 91.7% 100.0% 100.0% 100.0%」
The company disclosed actual results for the 48th fiscal year, including a 15.3% ratio of female permanent employees, a 9.3% ratio of female managers and 4 female store managers, together with targets for the 49th fiscal year. - FY2025-H1RestatedAnnual report
「The company has advanced human resources initiatives, including strengthening new-graduate and mid-career recruitment, upgrading education programs, enhancing level-specific training and establishing an environment that promotes women’s participation.」
The company continues measures to secure and retain employees, including stronger recruitment and establishing an environment that promotes women’s participation. - FY2024AdvancedAnnual report
「As part of these efforts, in February 2024 the company implemented a uniform ¥30,000 increase in the salaries of permanent employees, regardless of position or other factors, following salary increases that had been constrained during the COVID-19 pandemic. The company also appointed a person responsible for promoting women’s participation in the division and is working to establish a workplace environment and career advancement support framework where women can work comfortably, increase the number of female permanent employees hired, and actively appoint women as store managers and managers.」
As measures to secure and retain personnel, the company implemented a uniform ¥30,000 salary increase for permanent employees in February 2024 and took concrete steps to recruit women and appoint them to management positions. - FY2023AdvancedAnnual report
「Led by the person responsible for promoting women’s participation in the division, the company will work to establish a workplace environment and career advancement support framework where women can work comfortably, increase the number of female permanent employees hired, and actively appoint women as store managers and managers.」
The company placed a person responsible for promoting women’s participation in the Human Resources Strategy Division and developed initiatives combining the workplace environment, career support, recruitment of women and the appointment of women to management positions. Its human capital targets for the 47th fiscal year included a 10% ratio of female permanent employees, a 10% ratio of female managers and 5 female store managers. - FY2022ReframedAnnual report
「Amid difficulty securing talented personnel, the company will further strengthen recruitment, including through employee referrals, while seeking to improve retention and development by enhancing its educational tools. It will also actively use its limited-status permanent employee system, under which job duties, job type, working hours and work location are limited, to recruit people with work-related constraints and promote existing part-time employees to limited-status permanent employees, thereby securing talented personnel. In addition, the company will appoint a new person in charge of promoting women’s participation and will work to actively appoint women as store managers and managers by establishing a workplace environment where women can work comfortably and career advancement support systems.」
The company has made its policy more concrete by shifting from conventional human resources measures centered on recruitment areas and the employment of foreign nationals to a combination of employee referrals, the limited-status permanent employee system, promotion of part-time employees and the promotion of women’s participation. - FY2019RestatedAnnual report
「The company will work to improve employee retention and secure a stable workforce by further improving the working environment in line with the revised Labor Standards Act, which took effect in April 2019, expanding employee benefits and fundamentally reviewing its wage structure to address equal pay for equal work.」
The company continues to shift its focus from conventional measures such as expanding recruitment areas and employing foreign nationals to measures for securing and retaining employees, including reviews of the working environment, employee benefits and the wage structure. - FY2018ReframedAnnual report
「Amid what is being called an “employment ice age,” the company will focus more than ever on strengthening mid-career and new-graduate recruitment and improving retention.」
The focus has shifted from specific measures such as expanding recruitment areas, employing foreign nationals and converting part-time employees to permanent employees to emphasizing stronger mid-career and new-graduate recruitment and improved retention. - FY2017RestatedAnnual report
「The company expanded the recruitment area for mid-career hires from its previous focus on Tokyo and 3 neighboring prefectures to Tokyo and 6 neighboring prefectures, and is conducting active recruitment activities. By employing and strengthening the development of foreign nationals, particularly international students, it will address labor shortages mainly in urban areas and the expected further increase in inbound tourism. The company is also working to introduce a system for converting part-time employees with outstanding skills and experience to permanent employees, and aims to improve retention, particularly among female part-time employees, by improving employment conditions and other measures.」
The company reiterates its policy of securing and retaining employees through expanded recruitment areas, the employment and development of foreign nationals, and conversion of part-time employees to permanent employees. - FY2016First statedAnnual report
「The company expanded the recruitment area for mid-career hires from its previous focus on Tokyo and 3 neighboring prefectures to Tokyo and 6 neighboring prefectures, and is conducting active recruitment activities. By employing and strengthening the development of foreign nationals, particularly international students, it will address labor shortages mainly in urban areas and the expected further increase in inbound tourism.」
The company’s policy is to address labor shortages and retention through expanded recruitment areas, the employment of foreign nationals, including international students, and conversion to permanent employment.