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。

当社グループでは、新卒採用、中途採用、店舗での外国人技能実習生受け入れなど、国籍を問わず多様な人材を毎年採用しています。当社の2023年度の新規採用者に占める中途採用者の割合は53.1%です。また、当社では外国籍の従業員が22名在籍しています（2024年3月末時点）。
今後も引き続き、スペシャリスト人材や管理職候補人材の補完や知と経験の多様性等を強化していきます。

Through our subsidiary AUTOBACS Management Service Co., Ltd., we outsource various jobs to Japan Sun Industries, a social welfare organization in Beppu that provides employment and employment support to persons with disabilities. Outsourced jobs include creating and shipping business cards to be used in the Group, and kitting work such as the installation of applications on tablets used for customer service and product management at AUTOBACS stores.

Going forward, we will continue to actively outsource work from AUTOBACS Group companies to Japan Sun Industries to provide work opportunities to persons with disabilities and work to solve social issues.

Through our subsidiary, Chain Growth Co., Ltd., we foster foreign human resources who aim to acquire skills. Assigning Philippine technical interns and specified skilled workers to stores in Japan, we are passing on Japan’s advanced automobile maintenance techniques to them. Since beginning these efforts in 2006, AUTOBACS Group has accepted 526 foreign technical interns so far (as of October 31, 2023). In addition, with the launch of the Specified Skilled Worker System as a residency qualification in 2019, 103 individuals with Specified Skilled Worker (i)* status are employed at AUTOBACS Group stores as of October 31, 2023. Our goal is that foreign technical interns use the skills they learned to contribute to the development of motorization in their countries and to the safety and security of their communities.

We develop and implement various training programs by rank, age, and business in order for each and every one of our diverse human resources to develop their careers and maximize their potential. We also encourage employees to be proactive in their skill development by offering career training, setting up consultation services inside and outside the Company to support career autonomy, and providing a selfdevelopment subsidy system (cafeteria plan). In addition, we promote reskilling in the form of developing data utilization personnel and acquiring sales skills, etc. that can be utilized at AUTOBACS stores. Furthermore, we maintain data on human resources in the consolidated Group to visualize human resources for the purpose of human resource development and strategic personnel allocation.

In order to achieve evolution into a company that is “dedicated towards providing you the joy of going out” as established in our long-term vision, we must increase “human resources who can provide customer satisfaction” and “human resources with high digital literacy” going forward. In addition, we believe that strengthening our digital infrastructure and developing human resources are essential to differentiate us from the competition. With a view to using data and digital technology to improve work and create new businesses, we provide reskilling and skill development opportunities to all employees, and provide practical training and education programs to develop specialists such as data scientists.

We have raised mental health as a priority issue to be addressed, and are thus conducting stress checks on all employees at AUTOBACS SEVEN once a year. We measure employee Energetic Levels based on questions regarding work engagement such as the feeling proud of the job, and have set the level as a KPI. 

In order to increase the value of the AUTOBACS Group and customer numbers, the AUTOBACS chain is making efforts to improve the quality of our customer service and technology. As part of these efforts, it introduced an evaluation system and rolled out the Customer Voice Program (CVP). Based on customer feedback, stores and staff who provided customers moving experience are commended for the Customer Experience Award. The AUTOBACS chain gives awards not only to individuals but also to stores, such as the Best Pit of the Year Award and the Tire Grand Championship, with the expectation that this will lead to further improvement and motivation of our franchisees.

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。

多様な人材が活躍するためには、多様な働き方を受容できる環境も重要です。当社は、オフィスワークとテレワークを両立させたハイブリッドワーク、フリーアドレスやフレックスタイム制などを導入し、時間や場所にとらわれない効率的な働き方を実践しています。また、多様な働き方に対応する「コミュニケーションの強化」と「自立型チーム運営の実践」により、生産性を高める働き方への変革を進めています。