Diversity, Equityand inclusion
Diversity Policy
BOOKOFF Group respects diversity not only in visible
differences such as age, gender, ethnicity, and physical ability, but also in invisible ones such as education, skills, experience, culture, religion, and sexual orientation.
By respecting diversity, we create an environment where individuals can maximize their abilities, fostering an organization where innovation is more likely to occur.
To achieve this, BOOKOFF Group values the following principles.
１．Commitment by the Management Team
The management team recognizes the value of diversity and equity and communicates their importance throughout the organization.
２．A Corporate Culture that Accepts and Respects (Be Inclusive)
To enable each employee to act and make decisions with diversity in mind, we provide regular education and training on the concepts of “Diversity,” “Equity,” and “Inclusion.
３．Fair, Equitable, and Transparent Systems and Processes
We aim to minimize bias and establish fair, equitable, and transparent systems and processes that consider the "wellbeing" of each employee.
４．Evaluation and Review
The DE&I project team will take the lead in setting DE&I goals and formulating and implementing strategies and action plans to achieve them.
５．Employee Participation and Engagement
We will work to cultivate a corporate culture where employees can actively participate in promoting DE&I.
Employees
At BOOKOFF Group, we believe the source of our growth is our human resources.
We think that the growth of human resources who possess both intelligence and character leads directly to the growth of the company. We strive to improve the workplace environment for our employees, who are our assets, and to provide opportunities for their skill development and self-fulfillment.
Relationship with Employees
BOOKOFF Group believes that its employees are its greatest assets and the source of its competitiveness.
For this reason, at BOOKOFF Group, both part-time and full-time staff are referred to as human resources.
We will continue striving to improve the workplace environment for our employees, who are our assets, and to provide opportunities for their skill development and self-fulfillment.
Career Path Plan
To foster our most valuable management resource, people, we have introduced the “BOOKOFF Career Path Plan System.”
This plan defines the roles and challenges at each grade level, making it clear what needs to be learned.
By encouraging all employees to take on challenges toward their goals and by enabling each person to demonstrate their full potential, we contribute to fulfilling our management philosophy: “Pursuing the physical and mental wellbeing of all employees.
Training person system
The BOOKOFF Group puts a strong effort into training the employees it hires, so each new employee is assigned a training officer who clearly explains to them who they should consult with and how they should consult with them about any problems they may have, or any issues they may have at the store.
Promotion from Part-Time/Temporary Staff to Full-Time Employees
BOOKOFF Group’s stores are supported by many part-time/temporary staff members.
We have institutionalized the promotion of part-time/temporary staff to full-time positions, and many such staff have gone on to play active roles as full-time employees.
Track Record of Promoting from Part-Time/Temporary Staff to Full-Time Employees
| FY2020/3 | FY2021/5 | FY2022/5 | FY2023/5 | FY2024/5 |
| 82 | 70 | 51 | 64 | 72 |
Creating a Comfortable Work Environment
To realize our management philosophy of “pursuing the physical and mental wellbeing of all employees,” we believe it is important to balance work and personal life.
We are working to create a workplace where employees can thrive while maintaining a healthy work-life balance, and has established the following systems to "create a comfortable working environment.
| Work Location Selection System | No nationwide transfers. Work is possible within a designated region. |
| Work Location Selection System for Caregiving | Consideration is given to transfers involving relocation when the employee or their spouse is the primary caregiver. |
| Employee Reemployment System | Former employees who left on good terms may be rehired under certain conditions. |
| Refresh Leave | Employees are encouraged to take five consecutive days of vacation in both the first and second half of the fiscal year. |
| Prenatal and Postnatal Leave | Maternity leave is available from 10 months before childbirth to 8 weeks after. |
| Childcare Leave | Childcare leave is available for raising children, up to the child's second birthday. |
| Childcare Sick Leave | Up to 12 days of leave per year are available for caring for pre-elementary school children. |
| Nursing Care Leave | Nursing care leave is available for up to 93 days. |
| Nursing Care Time Off | Nursing care time off is available for accompanying family members in need of care to medical appointments, etc. Minimum: 2 workdays/week, 6 hours/day Up to 5 days/year (10 days/year if caring for 2 or more dependents) |
| Shortened Working Hours System | A system that allows for shortened working hours to care for children up through the end of third grade or to provide nursing care for family members in need of support.Minimum: Minimum: 2 workdays/week, 6 hours/day |
研修制度
| Pre-employment training/new employee training | Before joining the company, we have a part-time job system for prospective employees. After joining the company, there are training sessions aimed at deepening relationships with peers, as well as training sessions in the area. At the BOOKOFF Group, we value creating opportunities for employees to interact with each other and to improve themselves through friendly competition. |
| Training for general employees | Area managers take the lead in providing training on management duties, compliance, and other areas, and in training at the head office, they provide classroom learning and OJT (On the Job Training) on |
| Skill improvement training | We provide training for individual skill development, salary increases, promotions, and managerial training. In the job rotation training, employees spend six months learning basic operational techniques and in-depth knowledge of reused products. |
| Training for executives | For employees of a certain grade or above, training is provided by management on the Group's management strategy, sustainability, and management, as well as training on business knowledge and trends provided by external lecturers. In addition to classroom learning, training for executive employees improves the perspective and outlook of the personnel who will be responsible for management in the next generation through group work and activities that transcend organizational boundaries. |
Introduction of training for female managers
As one of the most important issues in establishing diversity, we have set a target for the ratio of women in management positions and are working on it. To achieve this, in addition to providing opportunities in annual personnel transfers, we will also provide female managerial training to female executive candidates in order to continue to develop suitable human resources. We will also provide inclusion training to superiors of female employees who are candidates, with the aim of deepening the understanding of evaluators in personnel evaluations, etc.
Promotion of Employment
| FY2020/3 | FY2021/5 | FY2022/5 | FY2023/5 | FY2024/5 | |
| Number of full-time employees: Male | 1,005 | 1,005 | 1,071 | 1,078 | 1,213 |
| Number of full-time employees: Female | 398 | 404 | 417 | 403 | 476 |
| Number of part-time and temporary staff | 11,909 | 12,218 | 12,114 | 12,966 | 13,520 |
| Number of new graduate hires | 0 | 21 | 19 | 31 | 51 |
| Number of part-time and temporary staff promoted to full-time positions | 82 | 70 | 51 | 64 | 72 |
| Mid-career hiring ratio of regular employees | 100.0% | 82.8% | 80.6% | 75.6% | 65.6% |
| Number of employees with disabilities | 145 | 142 | 137 | 148 | 156 |
General Employer Action Plan Based on the Next Generation Act and the Act on Promotion of Women's Participation and Advancement
We will continue to promote the success of our female
employees by enhancing organizational system design, career support, and fostering a workplace culture that further encourages women's participation.
Goals
(Period: September 1, 2023 – May 31, 2028)
Goal 1 (Goal related to providing opportunities in working life)
Raise the ratio of female managers (area general managers and above) to 20% or more
Goal 2 (Goal related to balancing work and family life)
Maintain 100% maternity leave usage rate for female employees;
raise paternity leave usage rate for male employees to 60% or more
Action Plan
Promotion of Employment of Persons with Disabilities
To promote the employment of people with disabilities,
the BOOKOFF Group established “B-Assist, Inc” in October 2010. In December of the same year, it was certified as a special subsidiary under the Act on Employment Promotion of Persons with Disabilities.
With the belief that disability is one form of individuality,
we aim to create a place where every individual can shine and be valued. To achieve this, we inherit the philosophy of “developing human resources,” which has driven the growth of the BOOKOFF Group, and strive to become a company where everyone can grow with purpose while recognizing each individual's unique traits.
Number of Employees with Disabilities in the BOOKOFF Group
| Work Locations | Male | Female | Total |
| Be Assist Offices / Be Assist Headquarters | 85 | 29 | 114 |
| BOOKOFF Stores | 23 | 3 | 26 |
| BOOKOFF Tomei-Yokohama Logistics Center | 5 | 3 | 8 |
| BOOKOFF CORPORATION Headquarters | 6 | 0 | 6 |
| BOOKLET Headquarters | 1 | 1 | 2 |
| Total | 120 | 36 | 156 |
| Disability Categories | Headcount | Percentage with Disabilities |
| Intellectual disabilities | 132 | 84.6% |
| Mental disabilities | 14 | 9.0% |
| Physical disabilities | 10 | 6.4% |
| Total | 156 | 100.0% |
