■Sustainable Development Goals for Diversity & Human Resources
Our view is that “a company where women can work comfortably is a company where everyone can work comfortably”. We have established a system that allows all employees to choose flexible work styles and are committed to the acceptance of diversity.
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当社では多様性なくして、企業の成長はないという考え方のもと、男女関係なく働きやすい環境整備に努めています。
「女性が働きやすい会社は皆が働きやすい会社」という視点で、結婚、出産、育児など多様なライフイベントを経ても働きやすい環境を整備しており、当社女性従業員の産休・育休後の復帰率は100％を維持しています。
また、男性社員においても、育児休業取得を推進し、ライフイベントを加味した柔軟な働き方の充実を図っています。
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*AUTOBACS SEVEN Co., Ltd. alone
Each year, the Group hires diverse human resources regardless of their nationality through new graduate and mid-career recruitment, acceptance of foreign technical interns at stores, and other means. Mid-career hires accounted for 75.0% of the new employees who joined the Company during FY2022. In addition, the Company has 24 employees of foreign nationality (as of March 31, 2023).
We will continue strengthening efforts including those to supplement our human resource pool of specialists and management candidates and to ensure diversity of knowledge and experience.
Based on the concept that "employees choose and build their own careers by themselves", we have established an educational program to help individual employees clarify their own career paths through work, and have an education program in place to back this up.
To ensure that employees gain a wide range of knowledge and experience, we conduct regular personnel transfers with a view toward job rotation, especially for younger employees. We have also established an internal job posting and free agent system so that employees who meet certain conditions can apply to work in positions they desire. In addition, we offer specialist courses for employees who have diverse experiences and have established their preferences and aptitudes. In these ways, we support the development of careers that match each employee's abilities, aptitudes, and aspirations.
In addition to in-house training, we have a "cafeteria plan" that offers around 160 courses, including correspondence courses from external organizations, as well as e-learning courses and public seminars. The purpose of the plan is to encourage employees’ voluntary career development efforts. Employees using the plan, which is positioned as a "system to support employees who work hard", can receive monetary assistance with subsidies up to 100,000 per person per year. In addition, we have a full range of programs to encourage employees who are proactive in their self-development and skills development. For example, we provide rewards for those who have acquired official qualifications designated by the Company.
Aiming to develop culture of complimenting and recognizing each other, the Company has held Employee Good Value Awards since FY2018, which is in its fifth year. There are six individual awards, Mood Makers, Connectors, Challengers, Good Listeners, Unsung Heroes, and Health Promoters, in addition to the Team Awards category. In FY2022, a total of 233 employees received awards.
従業員が心身ともに健康でいきいきと働けるよう、長時間労働の抑制や年次有給休暇の取得促進に取り組んでいます。フレックスタイムやテレワークなど多様な働き方に対応できる制度の導入も行いました。
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当社は、これまでも働き方改革への取り組みを積極的に実施してきました。そのような中、コロナ禍で原則出社禁止などこれまでに経験のない働き方を強いられましたが、これをチャンスと捉え新たな働き方にチャレンジしています。
2021年5月には、「働き方改革プロジェクト」を発足し、「オフィス改善タスク」と「働きがい推進タスク」の2つのタスクで業務の見直しや仕組みについて部門横断で検討を進めています。
具体的な取り組み
〈オフィス改善タスク〉
１.拠点の最適化
２.オフィス環境の改善
３.バックオフィス業務の効率化
〈働きがい推進タスク〉
１.機会と場の見直し
２.コミュニケーションの質向上
３.コミュニケーションの効率化
４.制度・仕組み
We also allow workers to bring their children to the office once every year. Employees can show a different side of themselves at the workplace which is usually limited to homelife. It also helps our company and other employees deepen their understanding of people not being simply employees but also parents.
