SUSTAINABILITY Employee Relations

Promotion of Female Employees' Career Development

Declaration on Promotion of Female Employees' Career Development

Declaration of intent

Lawson declares its intention of promoting active participation
by women in its commitment to human capital diversity.

Lawson shall strive to cultivate personnel who exhibit selfmotivation and innovation. Lawson shall continue to recruit a diverse range of employees, beginning with women and foreign nationals, and to maintain an environment in which they can all participate actively while guiding their development. We shall continue our proactive promotion of active participation by women as a means of improving our corporate value.

Targets for Empowering Women

Lawson's qualitative target for empowering women is to create a workplace where female employees, including those who are mothers, can excel. Our quantitative targets are to have a 30% ratio of female employees by fiscal 2030, and to raise the ratio of managerial positions held by women to 30% by fiscal 2030.
Since 2005, we have been actively recruiting women with the goal of raising the ratio of female recruitment among new graduates to 50%.

Data on Female Employees

  FY2016 FY2017 FY2018 FY2019 FY2020
Number of female managers
(ratio of total female employees)
78
8.20%
88
8.50%
104
9.70%
111
10.27%
121
11.40%
Number of female senior managers
(ratio of total female employees)
14
6.90%
15
7.60%
16
8.20%
16
9.30%
10
6.17%
Number of female (Deputy) Senior Vice Presidents*
(ratio of total female employees)
0
0%
0
0%
0
0%
1
3%
2
6%
Number of female corporate officers* (ratio of total female employees) 4
33.30%
4
33.30%
4
33.30%
5
41.67%
6
46.15%

* Officers refers to members of the board and corporate auditors. Also, executive officers refers to executive officers and director executive officers.

Key Initiatives to Empower Women

Training for Female Executive Candidates

We offer training sessions for female executive candidates selected for sales positions, and regularly provide opportunities for top management to engage in direct dialogue with female employees.

Female employee career development training

Going forward, we plan to determine the personal career aspirations of female employees whose stage in life gives them a high potential for balancing their life circumstances with employment through panel discussions with board members and senior employees, who are themselves actively employed after reconciling work with their own life experiences. We will then conduct training to help the trainees realize their aspirations.

Training Programs for Employees on Childcare Leave

We offer group training for employees on childcare leave. This training is designed to share information about the current status of the Company, support employees' career development upon their return to work, and help them network with colleagues, including others currently on leave. This program helps to relieve the anxiety employees often have toward returning to work and empowers them to excel.

Publication and distribution of the "Work Style Handbook" promoting active participation by female employees

Messages conveyed from top management to Lawson personnel encourage female employees to play active roles by informing them of available career paths and acclimatization support systems as well as by introducing female employees to serve as role models. We hope that distributing this information among all employees, rather than limiting distribution to women, will enhance its effect on the women’s bosses and colleagues as well as on management personnel.

Diversity Training for Managers and Executives

We provide training for managers and executives covering many aspects of diversity, including understanding of childcare support, to create a more understanding workplace.

Support System for Balancing Childcare and Work

Reduced working-hour system during childcare Employees who have children in the third grade of elementary school or below may elect to reduce their working hours by up to three hours per day.
Reduced working-hour system for managerial and sales employees This system offers managerial and sales employees an opportunity to continue working in their current positions while using the reduced working-hour system.
Reduced working days Employees who have children in the third grade of elementary school or below may elect to work only three or four days per week.
☆Employees may use this system together with the reduced working hour system.
Special holiday on national holidays Employees who have children in the third grade of elementary school or below may elect to take national holidays off.
Remote work All employees are eligible to work from home, provided that they apply in person and receive approval from their supervisors after considering a work allocation suitable for remote work.
Transfer to accompany spouse When the employer of an employee's spouse transfers said spouse, resulting in a change of residence, consideration is given to moving the employee's place of work to the same area.
Laptop computer loans for employees on childcare leave This system allows employees on childcare leave to access the Company intranet in order to view internal information and take e-learning courses to improve their professional skills.
Short-term childcare leave This system was created to encourage male employees to participate in childcare. Employees may take up to five days off, which are counted as special paid leave.
☆Employees must have worked for the Company for more than one year to be eligible to use this system.
Lawson received the "Platinum Kurumin" Certification Mark
as a supportive company for employees with children
Lawson received the "Kurumin" Next-Generation Certification Mark
as a company that works to improve its employees' work-life balance
Happy Lawson Daycare Center

In fiscal 2006, we started to look after the children of our employees at an internal daycare center on national holidays. Our business operates even on national holidays, but regular nursery and elementary schools do not. As a result, working mothers expressed their concern at being unable to work on these days as they had nowhere to leave their children. In response, we established the in-house daycare center. In July 2014, we established the Happy Lawson Daycare Center on the first floor of Gate City Ohsaki's east tower, where Lawson's headquarters is located. We established the daycare center to address the persistent shortage of daycare in Tokyo and to enable employees seeking to quickly return to work from childcare leave for the sake of their careers to do so. Employees of the Lawson Group can use the center on a monthly basis or only on national holidays.

Encouraging Male Employees to Take Short-term Childcare Leave

We introduced the "Short-Term Childcare Leave System" in fiscal 2014 to encourage male employees to take childcare leave.
We are working to create a workplace where it is easier for male employees to take childcare leave by putting up posters in workplaces and having supervisors encourage employees to take childcare leave. The rate of male employees taking childcare leave surpassed 80% in fiscal 2016, and the rate has continued to exceed 90% since fiscal 2019.

Percentage of Male Employees Taking Childcare Leave

Return-to-Work Rate after Childcare Leave

Lawson's ratio of employees reinstated after childcare leave is quite high, at 94.1% (cumulative basis since fiscal 2000). The ratio of working mothers to all female employees has increased approximately five fold since fiscal 2001.

Cumulative total spanning FY2000 to 2020,Ratio of working mothers to all female employees

Appreciation from Outside



Lawson was selected as a “Nadeshiko Brand” for five consecutive years in 2014, 2015, 2016, 2017 and 2018 in recognition of its achievements as a listed company in promoting female employees’ career development. After three years, we were selected for our 6th time in 2021. Selection for the award is made jointly by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange.

In 2015, moreover, Lawson was honored with Diversity Management Selection 100 by the Ministry of Economy, Trade and Industry in recognition of the Company’s achievements in generating innovation by utilizing the diverse talents of women, foreign nationals, and elderly and physically challenged people.

Lawson became the first convenience store to be honored with the Special Award in the 2015 Ikumen Company Award competition by the Ministry of Health, Labor and Welfare. The Company received the award for its active support of male employees who are raising children, including its use of internal campaigns to foster a culture of respect for these employees.




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