Everyone is a core player.
The AUTOBACS SEVEN Group will continue to offer an environment where they can be brilliant.
We understand that, amid changes in circumstances surrounding business, development of organization and personnel will be the source to offer our value to society and would be key to the revitalization of our business. We therefore believe that the shift of the organization and personnel from homogeneity to diversity will provide the organization with a new perspective and help it achieve corporate growth.
We will develop a culture where employees with different attributes, such as nationality, gender, age and physical ability or disability, and with different backgrounds and values will respect, accept and value one another’s personality. We will strive to build an environment where individuals can display their potential and achieve growth.
1. Active participation and career advancement of diverse personnel
We will welcome and actively employ personnel with many different attributes and backgrounds. We will provide them with assignments and personal development after they join us. We will implement work-style reforms and support work-life balance to create an environment where they can display their potential and develop according to their personal life stages.
2. Increase in the percentage of female managers and diversification of career paths
In addition to creating a worker-friendly environment, we will give consideration to various life events and provide support for the career development of women. We will make known how attractive and rewarding the job of manager is and build an environment that motivates women to strive to achieve that position.
3. Comfortable environment for employees with disabilities
We will pay attention to any disabilities that individuals have and aim to create a workplace where everyone can work together without worries. We are constructing an environment where our employees have an accurate understanding of disabilities and where employees with disabilities can feel secure in their work.
4. Active participation and career advancement of middle-aged and elderly employees
We will provide middle-aged and elderly staff members with career training and re-skilling support, as well as aim to create an environment where they can maintain and promote health to help them work with good health and vigor. We will also foster a culture of developing, in which middle-aged and elderly employees play a core role in training of successor.
5. Support for diverse work styles
We will support employees who combine childcare, nursing care and other responsibilities with work. We will expand measures to support the work-life balance, raise awareness of related programs and aim to create an environment where any employee can work flexibly according to their life events.
6. Review on progress of diversity promotion
We will set a goal of promoting diversity and managing its progress. As for the qualitative aspect, we will carry out surveys of employees and others on a timely basis to monitor the level of their awareness.
7. Dissemination and education of policy
We define this policy as essential to corporate growth and will conduct awareness-raising activities and give education to develop the awareness that it is basic to all business activities.
Established on April 1, 2023
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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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2022年3月期に入社した正社員に占める中途採用者の割合は20.0%です。また、当社では外国籍の従業員が19名在籍しています（2022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。
変化の激しい環境下において、複雑化するマネジメントや部下の多様性に対応できる次世代の経営層の育成を目的として、全部門長を対象にマネジメント研修を実施しました。主なテーマとして「生産性の高いチームをつくるマネジメント研修」「ダイバーシティ思考を養うジェンダー研修」を行いました。
また、女性社員に対して「節目で考える自身のキャリア」をテーマとした「女性キャリア研修」を実施しました。加えてキャリアの節目となる年代を迎えた社員の自律的なキャリア形成を図るため、「年代別キャリア研修」を行いました。
女性活躍推進法に基づいた行動目標と具体的取り組みを設定し、女性が活躍できる雇用環境の整備を行っています。
