Development of an Organization that Utilizes Diversity
Development of an Organization that Utilizes Diversity
Major Initiatives
MARUI KIT CENTER
MARUI KIT CENTER started as Toda Kit Delivery Center in 1992, and was certified as a special subsidiary of MARUI GROUP in 2003. Since then, the company has been promoting employment and developing job opportunities for people with disabilities for over 30 years.
The company have greatly evolved from the initial objective of “securing employment rate” and aim to be of help in “DE&I promotion” not only within the group but also in society as a whole.
Furthermore, MARUI KIT CENTER is not a special company for people with disabilities, but rather a company where various personalities gather, understand each other, and grow together. Each employee continues to take on daily challenges at their own pace while searching for what they are good at and what they want to do. The company are building a foundation for self-realization where everyone can work vigorously regardless of disabilities by respecting the interests and desires of each worker, so that everyone can be confident that they are of use to others.
Ratio of employees with disabilities (As of June 1, 2025)
| Legally mandated target for private companies | MARUI GROUP | |
|---|---|---|
| Ratio of employees with disabilities | 2.50％ | 3.08％ |
Promotion of an LGBTQ-Friendly Atmosphere
MARUI GROUP received a silver rating in the PRIDE INDEX in 2016 and then was awarded a rating of gold for seven consecutive years beginning in 2017 out of recognition of its fulfilling requirements with regard to all five indicators. The PRIDE INDEX was established by work with Pride and is the first index in Japan designed to encourage the development of LGBTQ-friendly workplaces in a manner that exceeds the boundaries of companies. MARUI GROUP will continue its efforts to support the LGBTQ community into the future.
Initiatives to Date
| LGBTQ Manner Training | MARUI GROUP performs LGBTQ manner training that goes beyond providing employees with basic knowledge to include customer service exercises conducted with members of the LGBTQ community. These exercises help employees understand how to act with sensibility to the needs of the LGBTQ community in the workplace. |
| Participation in LGBTQ Awareness Events |
MARUI GROUP participates in RAINBOW PRIDE events held in Tokyo as well as in the Kansai and Kyushu regions. |
| Establishment of Consultation Venues | The Company has established external consultation venues that allow individuals to receive consultation on a wide range of LGBTQ-related concerns pertaining to their work, themselves, or their family, and internal consultation venues for consultation on LGBTQ-related concerns in the workplace. The internal venue is open to members of the LGBTQ community as well as to their coworkers. |
| Revision of MARUI GROUP Code of Conduct and Labor Agreements | We have made it clear that individuals are not to suffer discrimination on the basis of sexual identity or
sexual orientation. Statements to this effect have been newly included in the section on respect for human
rights in the MARUI GROUP Code of Conduct and in the section prohibiting discriminatory treatment in the
Company's labor agreements. The scope of application of human resource systems pertaining to spouses has been expanded to include spouses from legal marriages as well as spouses from common-law marriages and same-sex partners. In conjunction with this change, the word "spouse" was replaced with "partner" in these systems. This change was applied to leave, compensation, welfare, and other systems. |
Reemployment Support System
At MARUI GROUP, employees who reach the mandatory retirement age of 60 may, upon request, continue working until
age 65 under our re-employment system. We value these employees as important human resources who bring extensive
expertise, and we actively develop new work areas that leverage their customer-oriented perspective and service
skills cultivated through retail experience. (In FY2024, 80% of eligible employees chose to continue working.)
In response to the April 2021 amendment to the Act on Stabilization of Employment of Elderly Persons, which
requires securing employment opportunities up to age 70, we have expanded re-employment eligibility from age 65 to
70, subject to certain criteria. In addition, since April 2022, we have introduced a remote work system for
re-employed retirees, further broadening opportunities for contribution and growth.
