Sustainability

Promotion of Diversity

Diversity as a Source of Growth

GOOD HEALTH
AND WELL-BEING

Promotion of diversity
different cultures and customs and of all ages,
genders and abilities coexist, and where diversity isrespected and accepted, we will build a companywide and continuing system to promote andTarget

Aiming to become a company where people fromGENDER
EQUALITYDECENT WORK AND
ECONOMIC GROWTH● Percentage of women in management positions
2025: 30％
2030: 50％● Retirement age

2030: 70 years old● Percentage of disabled employment
2030: 3.0％

implement diversity.

Promoting women’s empowerment
1. Appointment of female leaders
Regardless of gender, we will promote humanresources recruitment and assignment based on
individual ability, performance, aptitude and motivation.
At Daimaru Matsuzakaya Department Stores, our corebusiness company, women accounted for 23.0% of
total management positions in March 2019. And as ofMay 29, 2019, three female Executive Officers wereappointed making up 20.0% of a total of 15 Executive
Officers of the company. In addition, a female
Managing Executive Officer was appointed in J. Front
Retailing as well. We will actively appoint women toleadership, management and other important positions
to further empower motivated women.
Daimaru Matsuzakaya Department Stores female employees in management positions
Number of female
employees

TotalGeneral Managers

14108

Managers

81305

Total

95413

(As of March 1, 2019)*The figures include workers
seconded to Daimaru
Matsuzakaya Sales Associates.
13.0% *The number of“Manager”is
26.6% the total of Managers, SalesManagers, and Supervisors
23.0% (Daimaru Matsuzakaya SalesAssociates).

Percentage offemales* The percentage of women in management positions in J. Front RetailingGroup (consolidated) is 14.7%, as of the end of February 2019.

2. Initiatives to promote women’s empowerment
We launched a“Mother Recruitment”program tohire experts who left their jobs for child care.“JFRWomen’s School”was launched for women such as
those who chose shortened working hours whileraising children to help them acquire time management
and business skills. In fiscal year 2018, 32 employees
took the classes. To build a workplace where womencan continue to balance childcare and family careChild care and family care related benefits of Daimaru Matsuzakaya
Department Stores superior to legal requirement

54

TypeDescription

Child care leave

Up to the final day of the month when the child enters anelementary school (Legal childcare leave lasts until the childreaches the age of 2, at the longest.)

Shortened work hours forchild care

Up to the final day of the month when the child enters an elementary
school (Legal requirement is until the child reaches the age of 3.)*By opting for“flexible work system,”an employee may work shortened hours
until the final day of the month when the child enters a junior high school.

Leave to care for sick/injured child

Paid leave (Under the current law, employers can offer unpaid
leave in such situation.)

Short-term leave to supportchild care

Up to 4 days of paid leave to care for a child under age 3 (Nolegal requirement)

Spousal leave for childbirth

1 day of paid leave (No legal requirement)

Short-term child care leave*Introduced in March 2019

In addition to the above child care leave (unpaid), employees may takepaid short-term leave for child care under the new system. (Under thecurrent law, employers can offer unpaid leave in such situation.)with work, the Group has set various system in placethat provide better benefits than the legal requirement.

Promoting the empowerment of employeesof advanced age
In preparation for the aging society, we consider
that empowering human resources of advanced age isessential. To achieve the Group’s 2030 target,
retirement at 70 years old, we will work on developing
job opportunities and responsibilities for those aged
60 or above, introduce a system where workers canchoose working hours, and abolish the ban on dualjobs and side employment.
Before their retirement, we hold annual“My LifePlan Seminar”to employees turning 53 years old withthemes including life design in the future, healthmanagement, work and life motivation (300 employees
attended in fiscal year 2018). On the other hand, we
consider it important for human resources of advanced
age to acquire new knowledge and skills, in addition
to transmitting their knowledge and skills to younger
employees. For this purpose, we are developing a
training program for recurrent education.

Employment of people with disabilities
We are committed to corporate social responsibilityof employing disabled people. Along with improving
the working environment of operating companies in theGroup, we are also developing business in our special
subsidiary, JFR Create Co., Ltd. which was establishedin April 2017 and certified as a special subsidiary by
the Ministry of Health, Labor and Welfare in September
2017. It was officially registered as“Osaka Prefecture
Superior Support Company for People with Disabilities”
as a company that actively hires and offers employment
support to disabled people.
*Employment rate of disabled people in the special scope of subsidiaries
including Daimaru Matsuzakaya Department Stores was 2.21% as ofJune 2018.
In“Abilympic Osaka 2018,”wheredisabled people compete andshowcase their job-related skills, ouremployees
demonstrated
theircapabilities in theoffice-assistantclass, winning one
Gold medal andtwo Silver medals.