Diverse talent appointments and workplace reform
First written in FY2023. 1 of 3 entries say "Advanced", first in FY2024. Latest entry: FY2025.
- FY2025Disclosure of a 76.9% proportion of women among regular employeesAnnual report
「As of the end of March 2025, women accounted for 76.9% of regular employees. From the perspective of developing candidates for the next generation of senior management, we are continuing to promote appointments to management positions without regard to gender or age, and the proportion of women in management positions has been increasing year by year.」
The company continues to appoint personnel to management positions and develop candidates for the next generation of senior management without regard to gender or age, and disclosed that women accounted for 76.9% of regular employees. - FY2024AdvancedAnnual report
「As of the end of March 2024, women accounted for 79.1% of regular employees. From the perspective of developing candidates for the next generation of senior management, we are continuing to promote appointments to management positions without regard to gender or age, and the proportion of women in management positions has been increasing year by year.」
The company reported that women accounted for 79.1% of employees and 30.7% of management positions, and continues to appoint personnel to management positions and develop candidates for the next generation of senior management without regard to gender or age. It also describes workplace initiatives including telework, flextime, and systems supporting childcare and nursing care. - FY2023First statedAnnual report
「Our group promotes the appointment of personnel without regard to gender or age. In particular, given the nature of the kimono retail business, women account for a large proportion of our employees overall, but we recruit a broad range of personnel without regard to gender or age, and they are active after joining the company. We also appoint candidates to management positions without regard to gender or age, from the perspective of developing candidates for the next generation of senior management.」
The company’s policy is to recruit and appoint personnel to management positions without regard to gender or age and to develop candidates for the next generation of senior management. Regarding work styles, it also describes extending the period for reduced working hours for childcare, telework, flextime and flexible arrangements for older employees.