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Promoting Women's Empowerment
Appointment of Female Managers
The Group utilizes human resources on the basis of their individual abilities, aptitudes,
ambitions, etc. regardless of gender. At the same time, in order to support female employees who are raising
children, we have in place systems that exceed statutory limits. As a result, women can work continuously
even if there are some changes in their life stages.
In addition, selective training called "Career Forum" was held for women who are expected to play an active role in the future. Training was provided on leadership skills and the mindset required to become a manager.
Linkage to Officer Remuneration
As a non-financial indicator of performance-linked stock-based officer remuneration, we set the “share of women in management positions at 31%” (at the end of fiscal 2026), which is also linked to a materiality KPI for 2026, to clarify the management’s responsibility for achieving the target.
Appointment of Female Directors
J. Front Retailing has three female Directors (one Inside Director and two Outside Directors) of a total of 10 Directors as of the end of May 2024. Female Directors account for 30%.
The State of Appointment of Women to Management Positions in the Group
(as of the end of February 2024)

No. of women | Total number of managers | Percentage of women | |
General Manager |
40 |
283 |
14.1% |
Department managers |
155 |
585 |
26.5% |
Total |
195 |
868 |
22.5% |
*The ratio of female employees on a consolidated basis is 53.5%.
Encouraging male employees to take childcare leave
The Group aims to create an environment in which each employee can balance work and family life while enjoying a fulfilling and rewarding career without being constrained by conventional gender roles to realize Well-Being Life for employees. J. Front Retailing and Daimaru Matsuzakaya Department Stores provide “childcare participation incentives” based on the number of days of postnatal father childcare leave taken at birth, as well as childcare support leave (three days of leave per year for employees with children up to the end of the month in which the child enters elementary school) that can be taken regardless of gender. PARCO also provides incentives to employees who take childcare leave, regardless of gender, to encourage their active participation in childcare.
Percentage of male employees taking childcare leave (consolidated)
FY2021 | FY2022 | FY2023 |
---|---|---|
43.6% |
68.0% |
87.5% |
*Third-party assurance from LRQA Limited.
*Target for FY2026: 95%
Wage differences between men and women
The Group aims to narrow the gender wage gap by strengthening its efforts to prevent career loss through employee career development and training for women and management.
Wage differences between men and women in the JFR Group*
All workers |
65.3 |
---|---|
of which regular employees |
74.4 |
of which non-regular employees |
72.7 |
(Notes and Explanation)
Period covered: FY2023 (March 1, 2023 to February 29, 2024)
Wages: excluding commuter allowance, etc.
Regular employee: Employees (including employees seconded outside the company)
Non-regular employee: full-time employees, partners, contract workers, retirees rehired on contract basis
※Difference in wages of men and women = average annual wage of women/average annual wage of men × 100 (%)
Women’s Empowerment Promotion Project
In April 2022, we set up the Women’s Empowerment Promotion Project directly under the President
and Representative Executive Officer. The members selected from each operating company (men and women mainly
in their 30s to 40s) extracted each company’s challenges in promoting women’s empowerment and discussed the
creation of the environment in which women can exercise their individuality and abilities to the fullest.
Finally, the project members made recommendations to the President and Representative Executive Officer to
lead them to the top commitment.
The Group would like to foster corporate and organizational cultures in which not only women but diverse
employees are empowered through this project.
Action Plan on Women's Empowerment Promotion
Daimaru Matsuzakaya Department Stores has formulated an action plan so that all employees can work and raise their children at the same time and exercise their full potential.
Number of New Employees of J. Front Retailing (FY2024)
Male | Female | Total | |
Daimaru Matsuzakaya Department Stores |
8 |
32 |
40 |
Parco |
4 |
6 |
10 |
Hakata Daimaru |
2 |
6 |
8 |
Daimaru Kogyo |
2 |
0 |
2 |
J. Front Design & Construction |
7 |
6 |
13 |
JFR Information Center |
2 |
1 |
3 |
Parco Space Systems |
9 |
6 |
15 |
Consumer Product End-Use Research Institute Co., Ltd. (Merchandise test and quality control) |
0 |
1 |
1 |
Total |
34 |
58 |
92 |
*Percentage of female employees of total new employees: 63.0%
Mother Recruitment
Recently, while more and more women are entering into the workforce, they leave their jobs for childbirth at a high rate, which has become a social issue. We launched the “Mother Recruitment” program in fiscal year 2017 to hire experts who left their jobs for child care. 26 people were hired by February 2024 and they are working for legal, finance, real estate and other divisions using their expertise and skills.
Career training for female employees
Since FY2018, the Group has been holding the JFR Women’s School to provide training for female employees working shorter hours to help them balance work and childcare. The aim is to help the women maximize their potential during the limited working time. In 2022, the scope of the program was expanded to include a new type of training called “Career Forum” for women who are expected to play an active role in the future. The forum is held annually to cultivate leadership skills and the mindset needed to become a manager.
Numbers of operation days and participants
Fiscal year 2022 |
4 times 33 people |
---|---|
Fiscal year 2023 |
4 times 33 people |
Creation of a Pleasant Working Environment for Women
From the perspective of ease of working, various systems are in place as listed below and we will improve such systems and take measures to help women perform better and increase productivity.
Daimaru Matsuzakaya Department Stores Childcare-related systems at Daimaru Matsuzakaya
Department Store which exceed statutory requirements
・Childcare leave Up to the last day of the month in which a child enters elementary school (Statuary
maximum: up to 2 years of age)
・Shortened working hours for childcare Up until the last day of the month in which the child enters junior
high school (Statutory maximum: up to three years of age)
・Sick/injured childcare leave: paid (paid leave not required by law)
・Childcare support leave: up to three days a year, regardless of the number of children, until the last day
of the month when the child enters elementary school (not required by law)
・Spousal maternity leave: one-day pay (not required by law)
※External recognition about promoting women's empowerment
Average Length of Service of Employees of Daimaru Matsuzakaya Department Stores
(as of end of February 2024)
Male |
24.9 years |
---|---|
Female |
19.5 years |
Total |
21.5 years |
*Percentage of length of service of female employees in composition to male employees: 78.3%
Systems that support the activities of a diverse range of human resources

*1 Exemption from overtime work is available until the child is 3 years old, and from the age of 3 until the end of the month in which the child starts elementary school.
* Managed in different ways depending on the operating company.
Empowering diverse human resources to shine
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Human resources Strategy
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Promoting Women's Empowerment
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Employment of Disabled People
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Promotion of the Elderly Empowerment
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Actions on LGBT Issues
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Human Rights and Labor-Management Relations
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Initiatives to Realize Work-Life Integration
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Promoting Health and Productivity Management
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Support to Help Employees Develop Their Careers
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Social Data
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Acquisition of Third-Party Assurance