Under our diversity slogan of "Embrace differences," we work to amplify the effects of personnel training in line with our human resources strategy. This involves empowering our diverse workforce, with diverse values and ways of thinking, so that each employee can demonstrate their individuality and abilities, and realizing environments that facilitate the ongoing creation of new value alongside efforts to develop our people. We respect and acknowledge each other's diversity in terms of gender, age, disabilities, sexual orientation, gender identity, nationality, race, religion, values, ways of thinking, and ways of working, and we strive to achieve teamwork in an environment where each individual can shine with vitality. In this way, we will promote change and value creation.
Targets and performance indicators
| Materiality | Target | Target year | Performance indicators |
FY 2024 results |
Respect for diversity and human rights |
Ratio of female employees in management positions |
By FY |
50% |
45.6% |
|---|---|---|---|---|
|
Ratio of female employees aspiring to hold management positions |
By FY |
70% |
69.9% |
|
|
Overall rating in women's proactiveness in the workplace |
By FY |
Maintained 12.5 points |
12.6 points |
|
|
(1) Ratio of male employees taking paternity leave |
By FY |
(1) Maintained 100% |
(1) 100% |
|
|
Employment rate of people with disabilities |
By FY |
5% |
4.66% |
The table above covers FANCL Corporation alone. "Overall rating in women's proactiveness in the workplace" covers consolidated companies in Japan. "Employment rate of people with disabilities" covers the entire FANCL Group.
Diversity Slogan
FANCL Group's diversity slogan
Embrace differences
Policy
The FANCL Group, a corporation that truly cares for people, seeks to continually generate new value by ensuring that diverse talent with various values and viewpoints demonstrate their uniqueness and skills under the slogan, "Embrace differences".
Diversity and Inclusion
Promotion of female employees
Since our establishment, we have embraced a culture which empowers female employees to play a central role in delivering beauty and health to customers. As of the fiscal year ended December 2024, the ratio of female employees was 63.2%, while the ratio of female managers is 45.6%.
We are working to build comfortable workplaces where everyone can demonstrate their abilities through initiatives such as a spousal maternity and childcare leave program for male employees. The utilization rate for childcare leave is 100%.
We also encourage employees to make use of the experiences they gain from child rearing and home life to develop products and services from a customer-oriented perspective.
Furthermore, employees with children also receive a special childcare allowance of 10,000 yen per child each month until the child reaches the age of 18.
LGBTQ+ Awareness Promoting
We aim to realize a society in which everyone can be themselves and work with enthusiasm, regardless of their sexual orientation or gender identity.
We conduct regular training and conduct surveys each year to encourage understanding of LGBTQ+ and other sexual minorities. In April 2022, we established partnership regulations which stipulate that same-sex civil partnerships and de facto marriages are covered by the Company's benefits in the same way as legally recognized marriages. Once an employee has their partner recognized by the Company, we consider them to be the employee's spouse, enabling the employee to use various welfare programs such as family nursing leave and childcare leave, and to receive congratulatory and condolence money, and transfer allowances.
We established the LGBTQ+ Ally program to advance a variety of activities aimed at creating inclusive workplaces. In both 2023 and 2024, we exhibited at the Tokyo Rainbow Pride event as an LGBTQ+ Ally promotion member.
In recognition of these initiatives, in November 2024 we received our third consecutive Gold rating in the PRIDE Index, an index that evaluates workplace initiatives concerning sexual minorities. The PRIDE Index was created by Work with Pride, a non-profit organization dedicated to the creation of workplaces in Japan where LGBTQ+ people can work comfortably beyond the standard frameworks of corporations and other organizations.
Empowering employees with disabilities
FANCL Smile, Inc.
FANCL Smile, Inc. was established in February 1999 as a special subsidiary to support the independence of people with disabilities. The company name comes from the idea that a smile is the origin of connection between people, regardless of their abilities or disabilities.
Rather than protecting people with disabilities as socially vulnerable, the business works to support them as independent members of society and enables them to engage in a wide variety of duties.
Our promotion of employment for people with disabilities is not limited to FANCL Smile. We currently have over 100 employees with disabilities across the FANCL Group.
Going forward, we aim to achieve a Group-wide employment rate of people with disabilities of 25% by 2030.
| Head Office (Naka-ku, Yokohama), Ofuna Office (Sakae-ku, Yokohama) | Confectionery manufacturing and sales, packaging and tying of cosmetics and supplements samples, cleaning of FANCL Head Office cafeteria, receipt and delivery of internal mail, business card printing, collection and shredding of waste documents, cleaning of containers for recycling, direct mail encasing, sealing and shipping |
|---|---|
| Kanto Logistics Center (Kashiwa City, Chiba Prefecture), Kansai Logistics Center (Kadoma City, Osaka Prefecture) | Container cleaning, collection of stretch film, assembly of shipping boxes, general cleaning, cleaning of test containers |
| FANCL BIKEN Chiba Plant (Nagareyama City) FANCL BIKEN Mishima Plant (Shizuoka Prefecture) |
Dismantling of cardboard boxes, collection of waste, transportation of cardboard boxes for return, logistics assistance (forklift transportation, etc.) |
Associate regular employees: Balancing work with nursing care, illness, or disability
In April 2019, we created the position of associate regular employee as a category of regular employee. This provides the stability of regular employee status but enables flexible working, including fewer days or shorter hours, for employees who need to care for a family member who requires nursing care, who suffer from a physical condition that requires extended treatment, or who have a disability.
Empowering senior citizens
Extension of retirement age for regular employees from 60 to 65
In this age where people can live to 100, we are creating a culture where senior employees can play an active role in the workplace. To ensure that employees can work with peace of mind for a long time, on April 1, 2020, FANCL Group extended the retirement age for full-time employees from 60 to 65. Senior employees have a wealth of experience that younger employees do not yet possess.
"Active Senior Employee System" with no age limit
In April 2017, we introduced the "Active Senior Employee System" for employees 65 years of age or older. We have eliminated the upper age limit for rehiring so that those who want to continue working can remain active for a long time. It provides a place where seniors can work with energy and enthusiasm while passing on the skills and know-how they have cultivated over the years to the younger generation.
Young employees
We proactively create opportunities for our young employees to play an active role.
Many young employees are taking on the challenge of new businesses, and examples of this include OKOME BAKERY, an order based specialty store for gluten-free bagels, and Clear Up, a skincare series for elementary school students.
Employees in their 20s are also participating in the Kirin Business Challenge, a Kirin Group-wide program aimed at creating new businesses. We will continue to encourage the engagement of young employees by fast-tracking young employees into officer positions and switching to an evaluation system that appropriately evaluates employees who take on challenges.
Creating stable working environments for non-regular employees
Switch to indefinite-term employment contracts for contract and part-time employees
On April 1, 2018, we switched the employment contracts of contract and part-time employees working at head office and in factories, as well as part-time employees at directly managed stores, to indefinite-term contracts. We believe in supporting long-term stable employment at the Group and going forward, we will continue advancing workstyle reforms and establishing work environments where employees can participate energetically throughout their whole working lives.
Promoting contract employees to regular employees
We regularly promote contract employees to regular employees.
Area-specific regular employee positions for store staff
On April 1, 2018, we switched the employment contracts of contract employees working at direct stores across Japan to area-specific regular employee contracts. In principle, an area-specific regular employee cannot be transferred to another location, so they can work with peace of mind in their chosen region. Also, in addition to changing from a fixed-term to an indefinite-term contract, they also receive better benefits, including revised rules concerning bonus payments and an increase in the number of paid holidays. We will continue to enhance our human resources systems in order to cultivate stores that keep customers satisfied.
Training on promoting diversity and inclusion
We provide training on the promotion of diversity and inclusion with the aim of empowering our diverse workforce, with diverse values and ways of thinking, so that each employee can demonstrate their individuality and abilities, and continue to create new value.
Women's leadership program
We have established a women's leadership program for all female executive officers and managers so that they can envision their image of a leader and play an active role in their own unique way, and we provide opportunities for them to reflect on their own leadership style and changes in their awareness.
Unconscious bias training
In the fiscal year ended March 2022, we conducted unconscious bias training for all directors and employees, with the aim of creating an environment that recognizes diversity and allows each individual to demonstrate his or her individuality and abilities. We are working to create a workplace with fewer unconscious assumptions and biased views by having each employee learn about unconscious bias, become aware of the effects of their own biases, and learn how to deal with them.
Diversity and inclusion training
We hold experience-based training to provide employees with personal experiences based on diversity and inclusion themes. In the fiscal year ended December 2024, we provided an opportunity to learn about intellectual disabilities and had an outside lecturer give a lecture on basic knowledge, characteristics, and how to better communicate with people who have intellectual disabilities. We encourage employees to consider the realizations gained through the training in their daily work to develop products and improve services.
Human rights training
We carry out various training and awareness-raising activities concerning human rights.
Accommodating flexible working styles
To accommodate flexible working styles, we have established rules and systems for dialogue with employee representatives.
In the fiscal year ended March 2016, we introduced a system of working from home for employees who work shorter hours due to childcare responsibilities.
Currently, we also provide a system that allows both work-from-home and flextime work, as well as a special paid leave system, as part of workstyle reform efforts for all employees.
Dialogue with Employee Representatives
In accordance with the standards of the Labor Standards Act, FANCL selects representatives from employees of the respective business offices who act as employee representatives in deliberating changes to employment regulations and the signing of labor-management agreements with the corporation.
Initiatives to encourage the taking of annual paid leave and the special paid leave system
In order to encourage employees to take their annual paid leave, we have introduced Refreshment Leave, Life Event Leave, and Discovery Leave※ initiatives as part of a framework to realize work environments where employees can work for the long term with peace of mind while leading enriching and fulfilling lives.
Additionally, we have established a Social Contribution Leave system that enables employees to take up to five days of leave so they can actively participate in volunteer activities.
Discovery leave: Five days of special paid leave, granted in the milestone years of 5, 15, 25, and 35 years of service so that employees may reflect on their careers and think about the future.
Status of acquisition of various leave systems
FANCL is supporting employees in maintaining a work-life balance by providing various special leave systems in addition to paid leave stipulated by law.