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Promoting Women's Empowerment

To Become a Company That Allows Women to Advance Their Careers

In promoting diversity & inclusion, the Group considers women’s empowerment as an important management strategy that leads to business growth and strengthens it.
To date, the Group has built a women-friendly work environment including well-developed childcare support systems. Going forward, we will strengthen support for women’s career advancement and aim to become a company that can realize easiness to work as well as job satisfaction. To this end, with a strong commitment of the top management, we will promote initiatives with a focus on corporate culture, systems and education as three pillars for promoting women’s empowerment.

Appointment of Female Managers

Share of women in management positions

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.
And in order to help female employees who are raising children advance their careers, we provide career training named “JFR Women’s School.” Some trainees were promoted to management positions.
In the Officer Remuneration Policy, which was revised in May 2021, the share of women in management positions is set as an indicator to decide performance-linked remuneration. Thereby the responsibility of the management for promoting women’s empowerment was clarified.

Appointment of Female Directors

J. Front Retailing has three female Directors (one Inside Director and two Outside Directors) of a total of twelve Directors as of May 2021. Female Directors account for 25%.

The Group women in management positions

The State of Appointment of Women to Management Positions in the Group

(as of the end of February 2021)

No. of women Total number of people Percentage of women
General Manager

34

309

11.0%

Department managers

156

647

24.1%

Total

190

956

19.9%

*The ratio of female employees on a consolidated basis is 57.0%.

The State of Appointment of Women to Management Positions in Daimaru Matsuzakaya Department Stores

(as of the end of February 2021)

No. of women Total Percentage of women
General Manager

20

101

19.8%

Department managers

68

252

27.0%

Total

88

353

24.9%

* Includes workers seconded to Daimaru Matsuzakaya Sales Associates.

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.

・Daimaru Matsuzakaya Department Stores Co. Ltd. general business owner action plan based on the Women's Participation Promotion Act

Number of New Employees of J. Front Retailing (FY2021)

Male Female Total
Daimaru Matsuzakaya Department Stores

11

11

22

Parco

7

6

13

Daimaru Kogyo

3

1

4

J. Front Design & Construction

7

8

15

JFR Information Center

1

6

7

Total

29

32

61

*Percentage of female employees of total new employees: 52.5%

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. 15 people were hired by February 2021 and they are working for legal, finance, real estate and other divisions using their expertise and skills.

JFR Women’s School

We opened the “JFR Women’s School” in fiscal year 2018 for short-time workers of the Group who keep working while raising children. They aim to continuously enhance their career by acquiring time management and leadership skills, financial knowledge and others to perform at their best within a limited time.

Numbers of operation days and participants of JFR Women's School

Fiscal year 2018

1 day × 5 times
32 people (14 in the capital region, 18 in the Kansai region)

Fiscal year 2019

1 day × 5 times
27 people (15 in the Nagoya region, 12 in the Kansai region)

Fiscal year 2019 participants in JFR Women's School

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 child care-related systems exceeding statutory limits
・Child care leave: Up to the last day of the month in which the child enters an elementary school (at the longest until the child reaches two years of age under law)
・Shortend working hours for child care: Up to the last day of the month in which the child enters an elementary school (for children under three years old under law). The “optional working hours system” allows shorter working hours until the child enters a junior high school.
・Sick/injured child care leave: Paid (unpaid under law)
・Child care support leave: Four days of paid leave for raising children under three years old (No such leave is granted by law.)
・Maternity leave for spouse: One day of paid leave (No such leave is granted 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 2021)

Male

24.1 years

Female

22.1 years

Total

23.3 years

*Percentage of length of service of female employees in composition to male employees: 91.7%

Promotion of Diversity & Inclusion