Creating a comfortable workplace
Systems to support an employee-friendly workplace and growth
AEON delight offers practical training at AEON delight ACADEMY Nagahama along with other education and training programs to foster globally competent experts, while providing full support for employees obtaining public qualifications that are essential for offering a broader range of services. Furthermore, in consideration of work-life balance, AEON delight offers various work styles such as jobs with a designated work place, and working while raising children and providing family care. The company ensures the environment where employees can continue working with peace of mind.
|Systems related to work-life balance|
|Child care||Maternity leave||Expecting mothers can take 8 weeks before childbirth (14 weeks for multiple pregnancy) and 8 weeks after childbirth.|
|Spousal maternity leave||A spouse can take 3 days at childbirth.|
|Child/family care||Child/family care leave system||Employees can take up to 3 years regardless of gender.|
|Child/family care short working hours||During pregnancy or while providing child/family care, the system allows employees to shorten daily work hours by 1/2/3 hours, up until the child is in 6th grade in elementary school for child care, maximum 1 year for family care.|
|Nursing/family care leave||Employees can take up to 10 days annually for nursing of a sick/injured child up to 3rd grade in elementary school or for family care of family members requiring care.|
|Child/family care consultation desk||Special desk accepting consultations about programs for child/family care and related issues.|
|Systems related to welfare|
|Days off/paid holiday||Total 117 days: 9 days/month (108 days/year), long vacation 8 days/year, birthday leave 1 day/year. In addition, annual paid holiday (10 days in the first year). Paid leave can be taken in “half day” units. Others include special leave for weddings and funerals, special leave, etc.|
|Dormitory/company house system||The system offers inexpensive dormitories or houses rented by the company for young employees whose homes are far away or employees who have been transferred. A system to pay for moving expenses, transfer allowance, etc. is also available.|
|Employee stock ownership plan||Employees can allocate a fixed amount from the monthly salary to purchase the company’s stock. The company offers a 5% incentive, and the plan can be used as long-term savings.|
|AEON Good Life Club||A welfare association offering employee benefits and welfare services.|
|Employee shopping discount system||A system offering a discount of a fixed amount for purchases at Aeon Group stores.|
|Volunteer leave system||To reduce the burden of volunteer activities of employees participating in CSR, they can take a leave for up to 2 years 4 months.|
|Systems related to career development|
|Education/training programs||The programs offer new employee orientation for regular/mid-career recruits, management training by rank to gain knowledge, skills and mindset, and technical training to acquire expert knowledge and skills.|
|Incentive system for acquisition of qualifications||With an aim to encourage self-development and higher skills, the system supports the acquisition of qualifications by employees through the payment of examination fees or incentives for obtaining the qualifications designated by the company.|
|Career grade system||An assessment system to treat and develop employees according to the individual’s capabilities, regardless of educational background, age, gender, or nationality.|
|Self-assessment system||The system offers the employees to assess themselves once a year on whether they have adapted to the current workplace and set personal goals in work, etc.|
|Personnel course selection system||For employees who provide family/child care and face other special issues, the system supports work-life balance by offering the work with limited region.|
|System for appointment of full-time employees||The system appoints contract employees to become full-time employees.|
AEON delight is promoting initiatives in diversity with the objective to respect the individuality of each employee and to make the active involvement of diverse human resources the driving force for growth. For female employees, we are working to increase the rate of newly hired female employees and to train them to become managers. We also conducted an LGBT seminar, joined the Ikuboss Corporate Alliance, and are promoting activities to improve productivity to put an end to long work hours. In July 2017, we acquired the “Eruboshi” (highest ranking of three levels) certification from the Minister of Health, Labour and Welfare, followed by the certification as “Leading Company in Osaka City for Active Participation of Women” in August 2017.
Declaration to promote diversity
AEON delight made a declaration to promote diversity in April 2015, in order to build an organization that allows active participation of diverse human resources with diverse values and to make it the driving force for the creation of new “environmental value.”
AEON delight promotes diversity with an aim to realize customer satisfaction and the creation of new environmental value.
|Objective||Respect the individuality of each person, and make the active involvement of diverse human resources the driving force for corporate growth|
|Aim||Creation of new environmental value for comprehensive FMS|
Initiatives to Promote Diversity
In November 2016, LGBT* seminar was held for officers and executives as part of the activities to promote diversity. The seminar welcomed Maki Muraki, the representative of the specified nonprofit corporation Nijiiro Diversity, to gain correct knowledge about sexual minorities and to develop a better understanding about diverse sexual orientation.
*LGBT: An acronym for lesbian, gay, bisexual and transgender. It is a generic term for sexual minorities.
Action Plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children
AEON delight submitted the Action Plan as follows based on the Act on Advancement of Measures to Support Raising Next-Generation Children.
We have formulated the below Action Plan to ensure that our employees are able to balance work and childrearing and to allow all of our employees to fully exert their abilities.
1. Plan period
May 18, 2017 to May 31, 2019
Raise the rate of child care leave taken to exceed the following standards within the plan period.
Male employees: One or more employees take the leave within the plan period.
Female employees: Raise the rate of leave taken to 80% or higher.
3. Plan details
|Measure 1:||From June 2017||Conduct “Seminar on balancing work and family life (Ikuboss Seminar)” for managers.
For those who are not able to attend, offer measures such as online participation.
Cultivate a culture that allows employees to balance “family life” and “work.”
|From June 2017||Have managers take the Ikuboss certification exam.|
|Measure 2:||From August 2017||Conduct career advancement seminars for young employees.
Create a career image that encourages working while raising children.
|Measure 3:||From July 2017||Send information related to child care leave to male employees who have children younger than 12 months.|
|From September 2017||To disseminate information that male employees can also take child care leave, post information on in-house magazines and bulletin boards, etc.|
Action Plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace
AEON delight submitted the Action Plan as follows based on the Act on Promotion of Women’s Participation and Advancement in the Workplace.
We have formulated the below Action Plan to develop an environment where women can take active participation in managerial positions.
1. Plan period
April 1, 2018 to March 31, 2020
2. Our challenges
Challenge 1: Female employees are low in number, resulting female managers not being fostered.
Challenge 2: Most women are assigned to clerical work, and they do not reach the qualification or level required for managerial positions.
Challenge 3: Although there are systems for work-life balance in place, initiatives to support balancing work and personal life are insufficient.
Double the number of women in managerial positions (section chief or higher).
Initiative 1: Raise the overall percentage of women among full-time employees to 20%. (Current 7% → Target 20%)
|From July 2018||Conduct a morale survey (employee attitude survey).|
|From October 2018||Organize internships for women in order to increase women job applicants.|
|From March 2019||Strengthen recruitment activities for women specializing in technical areas.|
Initiative 2: Develop a women-friendly workplace.
|From October 2018||Set up a PT to study ways to make the workplace women-friendly.|
|From March 2019||Introduce a women community, mentor system.|
|From October 2019||Introduce a teleworking system.|
Initiative 3: Support women’s career advancement.
|From June 2018||Dispatch employees to trainings for women executives.|
|From September 2018||Conduct trainings for young women employees.|
|From December 2019||Formulate a development plan for women center managers.|
Ikuboss Corporate Policy
As part of promoting diversity management, AEON delight joined the Ikuboss Corporate Alliance in October 2016 with an aim to create a better working environment where employees can feel their growth.
Ikuboss Corporate Policy; Five Articles
・Promote initiatives to increase the rate of women in managerial positions to 50% by 2020.
・Promote the active participation by women through cooperation with local authorities and other companies in the community.
・Provide generous support to realize the career plans of subordinates.
・Regardless of employment management category or gender, advance employees with the ability and desire to work and create learning opportunities for them.
・Put an end to long work hours and work toward better balancing work and family life.
President and CEO
AEON DELIGHT CO., LTD.