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  4. Opportunities Granted to All

Opportunities Granted to All

Personnel and Evaluation Systems

The Personnel Division is working together with employees to formulate proposals for future personnel and evaluation systems. To this end, we are actively exchanging opinions regarding the purpose of previous evaluation systems and policies for value and performance evaluations to be introduced with all employees in a manner that exceeds the boundaries of standpoint, company, and position.

Promotion of Women's Contributions

As of March 31, 2017, MARUI GROUP had 2,584 female employees, representing 45% of its total of 5,732 employees. We are promoting the contributions of women by developing support systems and improving awareness. In the fiscal year ended March 31, 2014, we defined women's empowerment indexes for measuring our progress in this regard and set targets to be achieved by the fiscal year ending March 31, 2021. A substantial change in the attitudes and behaviors of employees was witnessed over the three years since these indexes were introduced, as indicated by increases of more than 80 percentage points in the ratio of applicable male employees taking childcare leave and 45 percentage points in the ratio of female employees returning to work full time after taking childcare leave.

Women's Empowerment Indexes

  FY2014 FY2015 FY2016 FY2017 FY2021 (Target)
Awareness improvement and corporate culture cultivation Recognition of contributions of female employees 37% 60% 74% 96% 100%
Ratio of female employees pursuing upper-level positions*1 41% 64% 62% 64% 80%
Ratio of applicable male employees taking childcare leave 14% 54% 66% 94% 100%
Promotion of women's contributions Ratio of female employees returning to work full time after taking childcare leave*2 36% 55% 66% 81% 90%
Number of female leaders 545 576 603 611 900
Number of female managers 24 28 29 32 55
Ratio of female managers 7% 8% 9% 10% 17%
  • *1 Ratio of female employees pursuing upper-level positions is based on the results of surveys.
  • *2 Ratio of female employees returning to work full time after taking childcare leave is the ratio of female employees returning to work full time to the total number of female employees that returned to work shortened hours after childcare leave within a given year.

Action Plan for Empowering Female Employees

In accordance with the Act on Promotion of Women's Participation and Advancement in the Workplace, MARUI GROUP has formulated the following action plan for establishing a workplace environment that enables female employees to continue working and to make contributions in managerial roles.

Business Operator Action Plan Based on the Act on Promotion of Women's Participation and Advancement in the Workplace

The above constitutes the shared action plan that has been submitted based on the Act on Promotion of Women's Participation and Advancement in the Workplace for MARUI GROUP CO., LTD.; MARUI CO., LTD.; Epos Card Co., Ltd.; MOVING CO., LTD.; and all other Group companies.

Support for Raising the Next Generation of Children

MARUI GROUP has formulated an action plan for establishing a workplace environment that supports employees in balancing their work and their childrearing efforts in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children.

Corporate Goals

1. Continually enhance workplace environment for promoting men's participation in childrearing

  • Target ratio of applicable male employees taking childcare leave of 80% in the fiscal year ending March 31, 2018, through measures aimed at encouraging male employees to acquire childcare leave such as the holding of meetings with individuals not taking leave and having supervisors provide guidance
  • Cultivate an environment that is conducive to work-life balance support system usage by spreading system awareness through Diversity Books and by introducing usage examples in internal newsletters and via the intranet (ongoing initiative since 2015)
  • Examine and implement measures for expanding planned acquisition of paid vacation days to increase ratio of applicable employees taking paid vacations (~ March 2018)
  • Continue initiatives for reducing work hours exceeding normal limits

Diversity Book (Japanese only)PDF

Booklet published and distributed to employees to increase awareness regarding work-life balance support systems and to cultivate a workplace environment that fosters diversity

2. Furnish environment conducive to balancing work with childrearing through ongoing efforts

    • Cultivate the necessary environment for increasing the number of female employees that balance their work with childrearing by March 31, 2017
    • Hold career forums for young female employees to help them formulate a career plan that provides the option of balancing their work with childrearing
    • Implement measures to help employees hone their skills during childcare leave

A Group of Male Leaders Who will Create a Society in which Women Shine

The Council for Supporting Women to Shine meeting held at the prime minister's official residence on March 28, 2014, stimulated a movement headed by industry leaders to support women that shine or strive to shine at the workplace. This movement led to the assembly of A Group of Male Leaders Who will Create a Society in which Women Shine, a group comprising male corporate leaders that are actively promoting the empowerment of female employees.

On June 27, 2014, A Group of Male Leaders Who will Create a Society in which Women Shine established and announced its Declaration on Action. MARUI GROUP President Hiroshi Aoi participates in this group as a member that took part in formulating the Declaration on Action.

"Declaration on Action" by a Group of Male Leaders
Who will Create "A Society in which Women Shine."
(Gender Equality Bureau, Cabinet Office)

Initiatives for Helping Employees Balance Their Work with Childrearing

MARUI GROUP has in place systems that support employees in working while giving birth and raising children. Accordingly, employees at the Company are able to develop their careers with peace of mind as they undergo various life events after joining. We have identified the ratio of female employees working shortened hours for childcare purposes that return to work full time as a key indicator. To facilitate improvements in this ratio, we have introduced a system that enables employees to work full time up to four days a month while still using the shortened work hour systems as well as a time period-limited full-time work system that allows employees to choose to work only during specific time periods, even at stores that are open to late hours. In these manners, we are advancing a concerted Group effort to create an environment in which employees can actively contribute while raising children.

Special daycare services provided on days of communication forums for mothers raising young children

Communication Forums for Mothers Raising Young Children
(Held Jointly by Companies and MARUI GROUP UNION)

Communication forums for mothers raising young children are held once a year for individuals taking maternity leave or childcare leave. These forums provide an opportunity for employees to learn about the state of their company and its human resources systems and to share information and opinions with mothers that are currently working while raising children. Through exchanges centered around question-and-answer sessions, these forums help participants alleviate their concerns and make new discoveries.

Communication Forums for Working Mothers
(Held by MARUI GROUP UNION)

Communication forums for working mothers are held twice a year to provide working mothers with opportunities to gain ideas on how to work more enthusiastically and to think about their future. These forums consist of presentations by outside lecturers and theme-based discussions as well as exchanges of information and opinions among participants. As such, the forums help participants make new discoveries while increasing their motivation toward their work.

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