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.
Dedicated Organization for Expanding the Range of Duties that Can Be Performed by Differently Abled Individuals
In the Support Partner Section of MARUI GROUP's Personnel Division, differently abled staff members provide support for the office work procedures of Group companies, including assisting with the input of electronic information and the filing of documents. These services effectively contribute to the productivity of work at Group companies. Furthermore, by expanding the range of duties that can be performed by differently abled individuals, we are promoting employment to such individuals and simultaneously fostering a corporate culture of growing together with these individuals.
Support for office work provided using high-level computer literacy
In August 2023, staff members received the Breakthrough Award in the DX Promotion category, an award that recognizes initiatives and personnel who have achieved results that contribute to the enhancement of the Group's corporate value, for their efforts in reducing work hours by 400 hours per year through the development of an application.
Ratio of employees with disabilities (As of June 1, 2024)
| Legally mandated target for private companies | MARUI GROUP | |
|---|---|---|
| Ratio of employees with disabilities | 2.50％ | 3.07％ |
Participation in The Valuable 500 International Initiative
MARUI GROUP endorses the goals of The Valuable 500, an international initiative aimed at creating a society that is inclusive to people with disabilities, and its president, Hiroshi Aoi, was the first Japanese business leader to join this initiative.
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
We have introduced a reemployment support system allowing employees that have reached the mandatory retirement age
of 60 to continue working until 65, in principle, should they choose to do so. We value employees with specialized
knowledge gained through years of experience, recognizing that they are precious human resources. In addition, we
are developing new areas in which we can leverage the customer-first perspective and customer service capabilities
that are unique to individuals with retail experience. Furthermore, following the October 2013 increase to the age
at which people can begin receiving public pensions, we expanded our reemployment support system to allow for
retired employees to come back full time, adding to the previously available option of working shortened hours.
This move has made it possible for employees to choose the workstyle that best suits their needs. (In the fiscal
year ended March 31, 2017, 90% of employees requesting reemployment were able to continue working.)
The
upper limit for usage of this system was raised based on the April 2021 revision of the Act on Stabilization of
Employment of Elderly Persons. Accordingly, employees are now able to renew their contracts up until age 70 (some
conditions apply).
