"Creating Happiness and Harmony in Our Community." This is Lawson's Group Philosophy. It means contributing to our communities and bringing happiness and harmony to both communities and ourselves by embracing the diversity around us and creating products and services that meet the needs of changing environments.
Differences in personal background, including gender, nationality, age, and type of employment, lead to varying perspectives among individuals and within society.
To achieve growth as a member of the global community and enhance our corporate value, we must work with diverse individuals in Japan and around the world.
To spark innovation and increase our corporate value, we are committed to discarding stereotypes and prejudices and maximizing the abilities and potential of all employees, including women and foreign nationals.
This is our understanding of diversity.
Diversity is one of the essential strengths that drive Lawson's growth. We will continue to actively promote and embrace diversity in our workplace and in our communities.
An officer in charge of diversity promotion reporting to the President and CEO cooperates with the Human Resources Division in promoting the design, operation and arrangement of necessary programs.
The Marketing Division draws on input from female employees, moreover, to conduct marketing aimed at creating new business value.
Elected leaders representing Lawson’s business areas nationwide also attend regular meetings of the Genki Leader Committee, which is organized to promote diversity, revitalize internal communications and promote employee health.
In hiring human resources, in accordance with the Lawson Group Human Rights Policy, we place importance on the aptitude, motivation and ability of each individual, regardless of gender, nationality, age, educational background or origin.
We have been actively recruiting female employees since 2005 with the goal of achieving a 30% ratio of female employees by 2030, and are continuing our efforts to achieve a 50% ratio of male and female new graduates. 19.7% of our employees were female as of the end of fiscal 2020.
We started actively recruiting non-Japanese employees in 2008. Since then, we have been hiring new graduates with a target of 10-20% non-Japanese employees, and more than 150 non-Japanese employees are already working in the company.
Lawson Will, Inc. was established to employ persons with disabilities (officially registered as a special subsidiary1 on January 31, 2013). Lawson Will has employees with disabilities who perform commissioned work for the Group. These employees currently work in offices, perform light duties in warehouses and stores, contribute to commissioned bakery operations at the NATURAL LAWSON Shibaura Kaigan Dori store in Minato-ku, Tokyo, and take part in other operations.
The Group hiring ratio of persons with disabilities2 stands at 2.25% (as of the end of February 2021).
Offering a work environment and opportunities to persons with disabilities who have the will and capability to work is part of Lawson's corporate mission. We will continue to implement measures to promote diversity within our organization.
Capital | 10 million yen |
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Location | 11-2, Osaki 1-chome, Shinagawa-ku, Tokyo 141-8643, Japan |
Established | August 1, 2012 |
Employees | 47 (including 46 persons with disabilities) |
Business activities | Accepts work from other Group companies on commission |
Once a year, we conduct an employee awareness survey to find out about how we can make our workplace more comfortable and rewarding to work in.
Based on the survey results, we create a chart for each organization and provide feedback to promote improvements in the workplace environment and management. We also use the results to examine various measures and systems to enhance the job satisfaction of our employees.
At company-wide meetings and other events, top management shares and disseminates information on health management, the improvement of work efficiency, and the reduction of long working hours to all employees under the catchphrase of "working cheerfully and happily with lively, positive energy.”
Lawson Lively Link, a cross-departmental online seminar for all employees, is held twice a month with the aim of stimulating internal communication and employee career development. Department introductions and study sessions are held mainly in departments at headquarters to deepen employees' understanding of the company and promote vertical, horizontal, and diagonal communication.
We have launched the Job Satisfaction Reform Project with the aim of creating a company where employees can continue to work with satisfaction. The members are recruited from within the company, and the activities are based on employee participation. We are considering and implementing a variety of initiatives to enable employees to continue working while experiencing vigorous growth, including the establishment of new challenge goals, promotion of digital transformation, measures to revitalize communication, and measures to improve work efficiency.
FY2016 | FY2017 | FY2018 | FY2019 | FY2020 | |
Number of employees (non-consolidated) (Numbers)*1 | 4,261 | 4,470 | 4,586 | 4,631 | 4,790 |
(Men/Women) (Numbers) | 3,573/688 | 3,714/756 | 3,763/823 | 3,749/882 | 3,847/943 |
Ratio of female employees (%) | 16.1 | 16.9 | 17.9 | 19.0 | 19.7 |
New graduates hired (Numbers) | 174 | 209 | 187 | 225 | 221 |
(Men/Women) (Numbers) | 95/79 | 115/94 | 109/78 | 125/100 | 122/99 |
Ratio of women among managers (%) | 7.93 | 8.30 | 9.50 | 10.10 | 10.70 |
Number of employees who took maternity leave (Numbers) | 31 | 42 | 40 | 35 | 20 |
Number of employees who took childcare leave (Numbers) | 128 | 152 | 165 | 183 | 162 |
(Men/Women) (Numbers) | 94/34 | 109/43 | 112/53 | 136/47 | 117/45 |
Number of employees who used the reduced working hours for childcare system (Numbers) | 76 | 84 | 74 | 87 | 73 |
Home teleworkers (Numbers)*2 | 18 | 15 | 24 | 23 | 1,547 |
Number of employees who took nursing care leave (Numbers) | 1 | 2 | 1 | 1 | 1 |
Average monthly overtime hours | 9.74 | 9.90 | 11.20 | 10.70 | 9.40 |
Utilization rate of paid vacation (%) | 36.2 | 42.7 | 40.9 | 53.4 | 54.2 |
Average age (years) | 39.7 | 39.4 | 39.4 | 40.4 | 40.2 |
Average years of service (year) | 12.3 | 12.5 | 12.8 | 13.7 | 13.6 |
(Men/Women) (year) | 13.3/7.3 | 13.6/7.5 | 13.9/7.6 | 15.0/8.0 | 15.0/8.1 |
Turnover rate (%) | 6.2 | 7.4 | 6.7 | 8.4 | 6.3 |
Number of employees leaving the company (persons) | 171 | 243 | 309 | 388 | 301 |
Percentage of employees with disabilities (%)*3 | 2.00 | 1.90 | 2.24 | 2.15 | 2.25 |
Starting salary (yen)*4 | - | - | - | - | University: 211,000 yen (monthly salary) Graduate school: 224,620 yen (monthly salary) |