Philosophy Education, Talent Development and Diversity Promotion

「Accordingly, we held the Diversity Promotion Mirai Roundtable 33 times during the fiscal year, providing opportunities for employees to exchange views regardless of gender, age, nationality or position. A total of 462 employees, or 93% of eligible employees, participated and actively exchanged views. This led to the creation of in-person employee exchange meetings in response to requests to deepen connections with employees working at other stores and factories.」

「During the current fiscal year, we held 30 Diversity Promotion Mirai Roundtable Discussions, where participants exchanged views without regard to gender, age, nationality or position. A total of 444 people, or 99% of all employees, participated and actively exchanged views. This led to changes in internal systems and rules, including a partner system, repatriation allowances for foreign employees, and a hair-color guide and relaxation of business-casual rules. As a spillover effect, uptake of parental leave by men was encouraged, with all 2 eligible full-time employees taking parental leave.」

「With respect to human resources development, we continued to hold Philosophy Seminars for sharing the corporate philosophy, Elder Training aimed at creating an environment and mindset that enable employees to continue working, and Diversity Mirai Roundtable Discussions for exchanging views without regard to gender, age, nationality or position. At the end of the consolidated fiscal year, there were 3 foreign store managers, and we promoted diversity, including by focusing on hiring Specified Skilled Worker (i) personnel. / Metric / FY2023 results / FY2025 (interim target) / FY2030 (target) / Percentage of female managers 9.4% 15.0% 24.0% / Number of female store managers 81 90 100 / Number of foreign store managers 3 4 15 / Male parental leave uptake rate 25.0% 50% 85% / Turnover rate (less than 3 years after joining) 9.4% 10% or less 5% or less」

「With respect to human resources development, we continued promoting diversity and held 39 Diversity Mirai Roundtable Discussions during the consolidated fiscal year, enabling employees to exchange views without regard to gender, age, nationality or position and strengthen connections among all employees. Of the 444 eligible employees, 391, or 88.1%, participated. These initiatives resulted in 5 female managers, representing 9.6%, and 77 female store managers, representing 38.8%. There were also 2 foreign store managers.」

「With respect to human resources development, we continued our efforts to promote women’s advancement and held 13 Women’s Advancement TV Meetings. From July 2021, we broadened the scope of our efforts from women’s advancement to diversity promotion and held 7 Diversity Mirai Roundtable Discussions as of the end of February 2022, where participants exchanged views without regard to position, age, gender or nationality. These initiatives brought the number of female store managers to 80, accounting for 38.8% of all store managers. There were also 2 foreign store managers, and we will continue undertaking various initiatives to promote diversity.」

「During the consolidated fiscal year, the human resources team held 14 online meetings to promote women’s advancement. The meetings enabled active discussions and improvement proposals from women, without regard to position, which led to improvements in the working environment and employee motivation. The number of female store managers reached 78, accounting for 27% of all stores.」

「To develop human resources and promote the sharing and adoption of our corporate philosophy, we held 24 Philosophy Seminars during the consolidated fiscal year, attended by all employees and part-time and temporary staff leaders. We also continued to conduct employee satisfaction surveys, which help secure stable employment and improve employee motivation, as well as promote diversity within the group by enabling a diverse range of people to play active roles.」

「To develop human resources and promote the sharing and adoption of our corporate philosophy, we hold 24 Philosophy Seminars annually, attended by all employees and part-time and temporary staff leaders. During the consolidated fiscal year, we also conducted the employee satisfaction survey that has been carried out annually since 2017. The survey helps secure stable employment and improve employee motivation, as well as promote diversity within the group by enabling a diverse range of people to play active roles.」

「To develop human resources and promote the sharing and adoption of our corporate philosophy, we hold 24 Philosophy Study Sessions annually, attended by all employees and part-time and temporary staff leaders. By enabling individuals to embody the philosophy, these sessions also help improve motivation toward the further growth of our group, alongside enhancing employees’ personal lives. During the fiscal year, we also conducted our third employee satisfaction survey, which helps secure stable employment and improve employee motivation, as well as promote diversity within the group by enabling a diverse range of people to play active roles.」