Provide Workplaces Where a Diverse Range of People Can Feel Comfortable and Achieve Personal Growth

Promotion of Diversity & Inclusion and Respect for Human Rights

Based on our Corporate Philosophy, TASAKI has established “It is our aim to nurture a free and vibrant working environment that will allow each and every employee to showcase their individual characters and abilities and proactively challenge new boundaries” as one of our guiding principles. We place high value on bringing together people with different personalities, experiences, and skills who will strive to lift each other up. Further, in our code of conduct, which sets forth more concrete actions that embody our Corporate Philosophy, we declare that we will “maintain a healthy and comfortable work environment in which human rights are respected and that will not tolerate discrimination or behavior that would harm the dignity of the individual.”

We also promote a good work-life balance in the belief that, for the maintenance and development of diversity and inclusion, it is important to offer an environment where employees can pursue their work while leading fulfilling personal lives and maintaining good mental and physical health, as well as support systems to ensure that employees’ life events do not affect their careers.

Diversity and Human Rights Initiatives

Compliance training is conducted once a year for all executives and employees through e-learning programs, covering topics that include the prevention of harassment and discrimination. This training is intended to further promote diversity and inclusion by reaffirming our Corporate Philosophy and code of conduct.

We have also established a whistle-blowing system, with internal and external consultation channels, for employees to report and seek advice on compliance violations and other concerns. A separate harassment consultation helpline is managed by the Human Relations Department. By establishing these three consultation helplines both inside and outside the company, we strive to ensure an environment in which all employees can work with peace of mind. Information about these helplines, including contact details, is communicated on the company intranet on a regular basis.＊1

Under our job-based personnel system that is in line with the promotion of diversity, when recruiting and evaluating personnel, we ensure that screening or evaluation is conducted fairly, without regard to gender, age, nationality, or other attributes.

As of October 2022, female employees accounted for 33% of TASAKI’s management positions, meeting the government target of 30%. Maternity and parental leaves are granted to all those who request them, and everyone who wishes to return to work after taking maternity leave has done so. Many of these women now work in managerial positions. Early promotion of employees has also progressed, with some of our managers, senior managers, associate directors and executives still in their thirties.

Employees of various nationalities, particularly from China, South Korea, and other Asian countries, work at our stores in Japan, serving inbound customers in their native languages.

Furthermore, we provide an environment where people with disabilities can demonstrate their abilities in a wide range of fields.

Work-Life Balance Initiatives

In addition to the general paid leave scheme, TASAKI has established the following leave and absence schemes in our efforts to create an environment that gives employees a good work-life balance. For example, all employees who took parental leave in fiscal 2022 and wished to return to work have done so.

Special paid leave	Special paid leave schemes include celebration and condolence leave (a prescribed number of days may be taken at the time of marriage of the employee or their child, the death of a spouse or relative by birth or marriage, and a spouse’s childbirth) and commendation leave (granted to employees who have made special contributions to the company).
Refresh leave	A prescribed number of days is granted as “refresh leave” on the day after one year has passed since joining the company (maximum of three days per fiscal year).
Parental leave and shorter working hours	Employees who wish to take leave of absence to care for their children may do so for a maximum period of until their child’s second birthday. After returning to work, employees may elect to reduce their working hours by up to two hours per day until their child starts elementary school.
Child nursing leave	Employees raising children of preschool age may take up to five days off per year (10 days if they have two or more children of that age), in either one-day or half-day increments, to care for a sick or injured child or to prevent illness in their children.
Leave and absence for family care reasons	Employees who wish to take leave of absence to care for a family member in need may do so on a maximum of three occasions per eligible family member, for a total of 93 days (extendable). Also, even during periods when they are not on leave of absence, employees may also take leave in either one-day or half-day increments to care for an infirm family member, up to a maximum of five days per fiscal year (10 days if there are two or more family members requiring care).

NOTE: TASAKI also offers a range of leave schemes in addition to the above, including maternity leave, sick leave, and menstrual leave.

In addition to these leave and absence schemes, our policy is to provide maximum support to employees who wish to continue working for TASAKI despite the need to relocate for reasons such as their spouse being transferred by their employer. To ensure that our employees in such situations do not have to give up their careers, we accommodate them by changing their workplace to a TASAKI location closer to their new address or by other means.

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