①Governance
Our group is focusing on promoting work style reform through the Work Style Reform Promotion Committee, not only from the perspective of compliance, but also to ensure a stable supply of human resources and maintain the health of our employees.
②Strategy
One of the common goals of the Group Vision is for employees to work with vitality and a smile, and to lead rich and healthy lives. The Group Mission is to maximize the four values (business value, human value, social value, and capital value) based on the Group Vision, and one of these is to “maximize human value by respecting people and developing human resources, striving to improve employee welfare and develop their abilities, and providing a place for self-realization for working individuals.
(a)Promoting Work Style Reform
Through the Work Style Reform Promotion Committee, our group is focusing on promoting work style reform not only from the perspective of compliance, but also to ensure a stable supply of human resources and maintain the health of our employees. As a specific measure, we are aiming to increase the number of days of paid leave taken, with the goal of achieving at least 7 days per year by 2027. We are also continuing to improve the working environment for our employees by promoting the acquisition of paid leave that exceeds the minimum level stipulated by law and thoroughly managing overtime work. In particular, the vending machine operation business, which is one of our core businesses, is a labor-intensive business, and while working hours are increasing across the industry as a whole, we aim to secure a stable workforce by building a comfortable working environment ahead of our competitors by focusing on business development with an awareness of productivity. In addition to promoting the use of paid holidays, we are working to increase the number of annual holidays, and our goal for the entire group is to increase the number of holidays by 5 days per year by 2030. We will continue to promote work style reforms so that our employees can lead more fulfilling lives.
(b)Promoting diversity
Our group is currently promoting business diversification, mainly in Japan. In order to get new businesses up and running and create synergy with existing businesses, we need to recruit people with a diverse range of experience and knowledge in addition to the employees we already have. By focusing on mid-career recruitment, we are working to diversify our workforce by bringing in new people from different industries. In particular, in terms of overseas expansion, which we have positioned as an important measure in our Group’s long-term vision, we are starting to build an organization centered on global talent by recruiting people with a wealth of overseas work experience, as well as hiring foreign employees through new graduate recruitment.
(c)Group recruitment
We have been recruiting group employees since 2017. Employees who join the company through group recruitment play an important role in connecting the entire group horizontally in our company, which aims to expand its business through M&A. At the same time, they are expected to grow into core members of the diversification of our group by engaging in different business categories and building their careers.
(d)Transfer between groups
The duties that employees find rewarding change according to their years of service, work experience, and business environment. In our group, we are working to improve engagement by actively promoting transfers to other business categories within the group through a self-reporting system, and by achieving personnel assignments that make the most of employees’ characteristics and that they find rewarding.
(e)Expansion of training programs and reskilling
As our group business expands and diversifies, we need to acquire a diverse range of human resources, and at the same time, we need to support our employees in acquiring the knowledge and skills to take on new tasks. We are working to rebuild our training system to match the proficiency levels of each generation, and we will begin reskilling our employees in their 40s and 50s, while also supporting more detailed skill improvement.
(f)Measures against harassment
In many cases, the root of harassment lies in the unconscious, and even if there are systems in place to prevent it, ongoing awareness-raising is essential. In our group, we will not neglect our efforts to raise awareness and prevent harassment before it happens, as something that anyone could potentially do, and we will respond firmly to any incidents that do occur, fostering a culture that does not tolerate harassment.
(g)Policy on the Advancement of Women
We see the support of women’s activities as a major issue in promoting diversity. Currently, the ratio of male to female employees in the group is 8 to 2, making it an overwhelmingly male-dominated organization. As the business diversifies and the organization expands, the number of jobs in which women can play an active role is gradually increasing, and we are welcoming many new female employees, especially recent graduates. In particular, the ratio of female new graduates has averaged over 50% for the past three years. We plan to continue this trend and further increase the number of female employees. The ratio of female managers across the entire group is currently around 5%, but we aim to increase this to 15% by 2030. With women in the younger generation starting to stand out, we aim to create an environment where they can continue to play an active role by providing a way of working that suits their individual life plans. Although it may take some time, we believe that in the not-too-distant future we will see many female leaders.
③Risk Management
In order to promote company-wide risk management, our group has established a Risk Management Committee and a Compliance Committee, which are made up of directors and the presidents and general managers of our main group companies, and we review various risks related to business execution on an annual basis. We consider the frequency and impact of each risk, evaluate its priority, and report the results to the Board of Directors.