ABOUT US Employees

Promoting Diversity and Inclusion

Diversity and Work-Life Balance Declaration

We hereby declare our commitment to achieving diversity and work-life balance for our employees.
At Lawson, diversity is part of our business strategy. Our goal is for employees with diverse values to come together to exert their maximum power as a whole, strengthening our chain even further.
For a diverse body of employees to exert their full potential, it is important to standardize our operational mechanisms so that everyone can do their job. To make this possible, we are in the process of “companywide operational reform,” eliminating waste and redundancy from our operations. We take this reform very seriously – once our operations are streamlined and our staff are able to accomplish their work at a high standard within the designated time, it will then be possible for our employees to achieve a harmonious balance between work and daily living, and for a diverse workforce to exert their full potential in their respective areas.
ダイバーシティ推進体制
Sadanobu Takemasu
President and CEO
Representative Director
Chairman of the Board

Diversity Policy

"Creating Happiness and Harmony in Our Community." This is Lawson's corporate 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.

Framework for Promoting Diversity

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 Sales Strategy and Marketing Division draws on input from female employees, moreover, to conduct marketing aimed at creating new business value.
Organization to Promote Diversity

Creating Working Environments Friendly to Diverse Employees

Labor-Management Meeting

For a corporation to grow continuously, it is essential that employees be able to work to their full potential. We seek to continuously improve employee satisfaction through efforts to enhance working environments. In regular labor-management meetings, we hold in-depth discussions to improve work efficiency and working environments.

In particular, to promote diversity, we have established a committee that discusses related challenges on a regular basis. We hope to see a diversity of employees growing and advancing their careers while bringing new value to Lawson and to themselves. We invite such employees to participate in efforts to improve the corporate environment, including cultural reform and system utilization.

Diversity Conferences

To encourage all employees to think about how to better understand, appreciate, and take advantage of diversity, we hold diversity conferences around the country.

Together, ordinary employees and managers participate in discussions aimed at finding ways to create working environments that are friendly for employees in positions different from their own.

These conferences have been effective in helping management understand important aspects of managing diverse human resources.

Employee Opinion Surveys
Once a year, we conduct an employee opinion survey aimed at creating better working environments. We summarize the results in a performance chart for each organization, giving feedback that includes areas to address in order to reduce working hours based on the results of each organization.
Feedback on key areas to address to reduce working hours

Aggressive Recruitment of Non-Japanese Personnel

Strategically conduct the adoption of non-Japanese employees since 2008, it has already enrolled more than 100 people.

Promoting Hiring of People with Disabilities

Lawson Will, Inc. was established to employ persons with disabilities (officially registered as a special subsidiary1 on January 31, 2013). Lawson Will has 28 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 Shibaura Kaigan Dori NATURAL LAWSON store in Minato City, Tokyo, and take part in other operations.

The Group hiring ratio of persons with disabilities2 stands at 2.2% (as of February 29, 2016), exceeding the statutory rate.

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.


Notes :
1.
Special subsidiary: A company with certification from the national government in special consideration of the hiring of people with disabilities.
Laborers employed at a special subsidiary may be regarded as hired by the parent company and included in calculation of the parent's (or group's) hiring ratio of persons with disabilities.
2.
The Group hiring ratio of persons with disabilities is calculated based on the total number of employees of Lawson, Inc., Lawson Will, Inc., Lawson HMV Entertainment, Inc., and Lawson Mart(Lawson Store 100), Inc.

Lawson Will, Inc.

Lawson Will, Inc.

Capital ¥10 million
Location 11-2, Osaki 1-chome, Shinagawa-ku, Tokyo 141-8643, Japan
Established August 1, 2012
Employees 31 (including 28 persons with disabilities)
Business activities Accepts work from other Group companies on commission

Personnel Data

  FY2011 FY2012 FY2013 FY2014 FY2015
Number of employees (non-consolidated)1 3,367 3,460 3,591 3,723 3,888
(Men/Women) 2,940 / 427 2,999 / 461 3,049 / 542 3,122 / 601 3,286 / 602
New graduates hired(Numbers) 58 99 170 129 118
(Men/Women) 31 / 27 51 / 48 76 / 94 56 / 73 72 / 46
Ratio of women among managers (%) 3.76 4.90 5.60 6.55 7.00
Number of employees who took maternity leave 19 14 18 33 16
Number of employees who took childcare leave 37 34 32 73 139
(Men/Women) 4 / 33 0 / 34 0 / 32 23 / 50 93 / 46
Number of employees who used the reduced
working hours for childcare system
36 39 44 49 53
Home teleworkers(Numbers) 6 4 4 5 13
Number of employees who took nursing care leave 1 0 0 0 2
Average monthly overtime hours 14.81 9.26 6.86 9.24 9.41
Utilization rate of paid vacation (%) 24.99 25.28 29.39 26.74 31.90
Average age 39.5 39.9 39.6 40.4 39.7
Average years of service 12.5 12.5 12.3 12.9 12.9
(Men/Women) 13.3 / 6.7 13.4 / 6.6 13.4 / 6.3 14.1 / 6.4 14.1 / 7.1
Turnover rate (%) 4.9 5.8 6.2 6.9 7.4
Percentage of employees with disabilities (%)2 1.85 1.88 2.22 2.20 2.20
Notes :
1.
Number of employees (non-consolidated) is calculated as the total number of employees of the parent company minus the number of employees dispatched to affiliated companies, the number of employees on dispatch from affiliated companies, and the number of FOIs.*
2.
The percentage of employees with disabilities is calculated based on the total number of employees of Lawson, Inc.; Lawson Will, Inc., Lawson HMV Entertainment, Inc., and Lawson Mart(Lawson Store 100), Inc.
*FOI : Franchise owner intern. A contract worker hired on the assumption that they will later open their own, independent franchise store.

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