Core Theme 2Workplace Inclusion

CORE THEME

2 Workplace Inclusion
MARUI GROUP Core ThemeMARUI GROUP’s Goal

Based on MARUI GROUP’s corporate philosophy of striving to“continue evolving to better aid our customers” and “equate
the development of our people with the development of ourcompany,” we will provide all employees with venues throughwhich they can excel.

Mutual understanding

Venues throughwhich to excel

Equate thedevelopment ofour people with thedevelopment ofour company

Benefits forsociety

Physical and mental health

The roughly 6,000 employees working for MARUI GROUP are a precious asset borrowed from society.
We are promoting workplace inclusion—remaining receptive toward employees’ diversity in terms of work
styles, values, and other characteristics—as we recognize that this endeavor will directly contribute toachieving diversity and inclusion with regard to all customers.

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Core Theme 2Core Theme 2

Workplace Inclusion

Workplace Inclusion

Creation of Venues through WhichAll Employees Can Excel
MARUI GROUP’s corporate philosophy calls for us to “equate the development of our people with the development of ourcompany,” and we therefore view the Company as a space for supporting employee growth. We thus strive to cultivate aworkplace environment that is conducive to generating innovation and is characterized by mutual understanding among
all employees, regardless of their age, gender, lifestyle, or sexual orientation. Through these efforts, we will foster a corporate
culture that furthers employee growth and creates venues that provide opportunities to everyone.

Promotion of Diversity Driving Organizational Innovation
Based on the belief that diversity makes life interesting,
we are promoting diversity in terms of employee gender,age, and individual talents. In the midst of substantialsocial change illustrated by trends such as globalization
and IT advancement, people’s values are beginning todiverge, causing the diversification of customer needs.
When our employees sincerely look at society, allowing
for various values to merge, innovation will be born.

Profession Change System
As of April 2016, an aggregate total of 1,418 employees,
or approximately 25% of all employees, had taken
advantage of the shared Groupwide profession changesystem, providing an opportunity for employees to breakaway from their sense of normalcy and escape preconceptions to better adopt the viewpoint of stakeholders.
Active relocations among the various posts present atGroup companies are a means of promoting the contributions of female and younger employees and shaping
work styles that remain viable throughout one’s life.

Improvement in Group Productivity
via Profession Changes
Operating income per employee(including temporary employees)

4.7million¥2.5 million→ ¥1.8 times higher in the fiscal year ended March 31, 2016,than in the fiscal year ended March 31, 201232

Personnel and Evaluation Systems
The Personnel Division isactively exchanging
opinions with employeesof various standpoints,companies, and positions
to formulate proposals for
future personnel and evaluation systems.
Silver Rating in work with Pride 2016
In October 2016, MARUI GROUP
received a silver rating from among
the three levels (bronze, silver, andgold) of the PRIDE INDEX in workwith Pride 2016. The PRIDE INDEX
was established by work with Prideand is the first index in Japan
designed to encourage the development of LGBT-friendlyworkplaces in a manner that exceeds the boundaries ofcompanies. MARUI GROUP will continue its efforts to­support the LGBT community into the future.
Supporting the Next Generation
The AOI SCHOLARSHIPFOUNDATION was established by MARUI GROUP
founder Chuji Aoi with theaim of contributing to thedevelopment of people thatcan shape the future ofGroup of new university students
supported in the fiscal year ending
Japan and benefit society.
March 31, 2017
Over the more than 40
years since its establishment, this foundation has helped
fund the education of high school and university students
while facilitating networking between students receiving
scholarships and past graduates.

Proactive Healthcare Management
Supporting Employee Growth
MARUI GROUP believes that people’s ability to grow is
supported by their health. By changing employee awareness and behavior from the perspective of health, we canenergize employees and improve labor productivity.
Furthermore, through the implementation of proactive
healthcare management designed to help employeesdeliver the best possible performance, we aim to improve
corporate value while making contributions to society.
Healthcare Promotion Project
The health of each individual employee represents
a building block for thecorporate value of theCompany. Seeking tocreate a corporate culture
in which all members ofHealthcare Promotion Project meeting
held in the fiscal year ending March 31,
MARUI GROUP are con2017
siderate of this sentiment,
we set up the Healthcare Promotion Project together
with relevant divisions in November 2016. We also
positioned female healthcare promotion leaders throughout
Japan. As part of the activities of this project, we implemented stress checks and health- and cigarette-related
surveys during Healthcare Month, a month designated asa period for raising employee awareness regarding healthand health improvement.

DBJ Employees’ Health Management
Rated Loan Program
The Development Bank of Japan
Inc.’s proprietary DBJ Employees’
Health Management Rated LoanProgram evaluates companies
based on their healthcare management initiatives and the consideration given to employee health,selecting superior companies and setting financing conditions based on their rating. MARUI GROUP was awarded
the program’s highest rank of “A.”Evaluation Points1.	Company has established a healthcare promotion
organization and entrenched healthcare management
by setting quantitative targets, monitoring and analyzing employee health conditions and lifestyle diseases,or other means.
2.	Company has set standards for lifestyle diseases andmedium-term targets for reducing risks and is­collaborating with health insurance unions to aid
employees in improving lifestyle diseases.
3.	Company has established systems, such as infertility
treatment leave and child nursing care leave, andnumerical targets to offer employees work-life balance
support and is otherwise building a comfortableworkplace environment.

Employee CommentAyumi Hiromatsu
General Manager,
Diversity Promotion Section,
Personnel Division
General Manager,
Health Management Section,
Health Management Division
MARUI GROUP CO., LTD.

Development of an Environment in Which Employees Work Hard and Exercise Their Talents
One of the goals of promoting diversity is to remove barriers preventing employees from working tothe extent they desire and thereby create an environment in which all employees can deliver theirbest performance. Each of our roughly 6,000 employees is unique. When these employees
understand each other and unite under a common goal, their combined wisdom will no doubt giverise to innovation. We are currently reviewing our personnel evaluation systems, striving toestablish systems that will better facilitate everyone’s growth. We also realize that employees’
desire to excel must be supported by good physical and mental health, a concept that is linked tothe idea that we should “equate the development of our people with the development of ourcompany” described in the corporate philosophy. It is only when our employees can grow and feel
joy that they will be able to bring joy to customers. In this manner, the goals of diversity andhealthcare management are, in fact, one and the same.

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