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Promoting women's empowerment

Appointment of female managers

The Group is working to assign and apply personnel on the basis of their individual abilities, achievements, aptitudes and ambitions, regardless of gender. We also have in place systems to support female employees who are raising children so that they can carry on working. As a result, female employees can work continuously, unaffected by changes in their life stages.
We also actively appoint women to management positions (manager level or above) and the Group’s number of female employees in management positions is increasing yearly. Going forward, we will actively appoint women to management, leadership and other important positions to further empower motivated women.

Graph of Appointment of Women to Management Positions in the Group

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

(as of the end of February 2020)

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

26

284

9.2%

Department managers

127

639

19.9%

Total

153

923

16.6%

*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 March 1, 2020)

No. of women Total Percentage of women
General Manager

20

102

19.6%

Department managers

71

264

26.9%

Total

91

366

24.9%

* Includes workers seconded to Daimaru Matsuzakaya Sales Associates.
* The number of "department managers" includes managers, sales managers, and supervisors (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 (FY2020)

Male Female Total
Daimaru Matsuzakaya Department Stores

28

26

54

Parco

5

10

15

Hakata Daimaru

2

9

11

Daimaru Kogyo

1

4

5

J. Front Design & Construction

4

2

6

JFR Information Center

1

2

3

Total

41

53

94

*Percentage of female employees of total new employees: 56.4%

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. Eleven people were hired by February 2020 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.)

Average length of service of employees of Daimaru Matsuzakaya Department Stores

(as of end of February 2020)

Male

23.2 years

Female

20.7 years

Total

21.7 years

*Percentage of length of service of female employees in composition to male employees: 89.2%

Dimples’ support for women’s empowerment

The Group’s staffing business Dimples’ Co., Ltd. thinks it is essential to promote women’s empowerment in order to develop the company. Therefore, it promotes the use of human resources based on individual ability, performance, aptitude and motivation and the percentage of women in section head and other leadership positions in the head office, branch offices and outsourcing departments reaches approximately 60%. As a company which actively strives to create a pleasant working environment for women, it received the certificates of “Leading Companies with Actively Participating Women” in Osaka City, “Aichi Josei Kagayaki Company (Aichi’s Company with Active Participation of Women)” in Aichi and “Ishikawa Company Declaring the Promotion of Gender Equality” in Ishikawa.

Promotion of diversity & inclusion