To expand creative business activities through the application of diverse human resources, Lion is promoting internal diversity.
Lion involves employees in the formulation and planning of human resource measures aimed at enabling diverse human resources to participate more fully and advance professionally. A team responsible for diversity within the Human Resources Development Center implements a variety of measures to promote diversity.
Diverse Human Resources
Promoting the Professional Participation and Advancement of Women
Lion recognizes that the professional participation and advancement of women is indispensable to the further enhancement of corporate value and is proactively implementing measures to promote the professional engagement of women.
Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace passed by the Japanese Diet in 2016, Lion is implementing measures to enable the long-term professional participation of women. These include expanding our childcare-related programs and implementing measures to support employees balancing childcare obligations with work. Such measures have successfully enabled employees to stay with Lion over the long term, with the average years of service of female Lion employees at 14.1 years, compared with 17.2 years for men (non-consolidated basis, including employees on loan).
Furthermore, through a range of initiatives, in 2020 we aim to increase the proportion of female employees in Japan at the management level* to at least 20%.
In 2019, the proportion of female employees at the management level was 17.1%.
Lion’s action plans based on the Act on Promotion of Women’s Participation and Advancement in the Workplace and its Declaration for the Promotion of Women’s Participation and Advancement in the Workplace are available on the Ministry of Health, Labour and Welfare’s portal site for information about positive action to promote women’s participation and advancement in the workplace.
*Personnel holding managerial positions at the level of assistant manager or higher
Actively Promoting the Professional Participation of People with Disabilities
Lion actively promotes the professional participation of people with disabilities to utilize their abilities, striving to improve working environments and foster a corporate culture in which entire workplaces support these employees. In March 2016, we established the special subsidiary Lion Tomoni Co., Ltd. To promote the active participation of people with disabilities. Lion Tomoni Co., Ltd. has 29 employees and five instructors (as of December 31, 2019), engaged in such activities as the management of inter-office mail and printing business cards for all Lion employees.
Diverse Work Styles
Career Design Support
From 2011 to 2019, Lion’s career counseling desk helped employees proactively enhance their own career path. Focused on Lion employees, the desk accepted consultations via phone or email, and provided opportunities for face-to-face career consultations to help employees gain new insights by soliciting employee participation. A cumulative total of 819 employees used the system (as of the end of 2019). Annual surveys of its users found a high level of satisfaction regarding their consultations and positive changes in their mindsets and actions. In 2020, we completely revamped the career counseling desk and launched what we call Career Design Support, which is aimed at supporting conscious autonomy that will enable employees to advance their careers themselves based on their own aspirations and actions. The desk offers career consultations and disseminates information in and outside the Company, helping employees design their careers and rediscover their own potential.
Support Systems for Accompanying Spouses on Work Transfer
Since 2011, Lion has offered support systems for married couples who both work for Lion as a way of supporting the diversifying work styles of its employees. With prior registration, when an employee’s spouse is transferred within Japan or overseas, the employee can either accompany their spouse while taking a leave of absence, resign from the Company with the option of being rehired within five years, or change their own work location to that of their spouse.
Retired Employee Re-Hiring System
Lion introduced a system for re-hiring retired employees in 2006 and revised it in 2012 (a year ahead of related legal amendments). Under the revised system, the Company seeks to increase the motivation of re-hired employees by providing an environment that allows them to work on terms similar to those applying to ordinary employees. This includes re-hiring all applicants, permitting changes of duties during their contract period and awarding performance-based bonuses. Furthermore, incorporating employee suggestions, the Company conducts explanatory orientations about the system for employees three years before they reach the standard retirement age as well as meetings with their superiors upon re-hiring to help them understand their new roles. In 2019, the re-hiring rate for retirees was 86.3%.
System for Re-Hiring Former Employees
Lion has established a system to re-hire former employees who have voluntarily resigned so that they might leverage their diverse life and career experience and knowledge in working at Lion again.
Regionally Based Employee Program
Lion has offered a regionally based employee program since 2013. This program is aimed at securing outstanding human resources who are contributing greatly from among Lion’s pool of temporary employees and enabling regular employees to practice diverse work styles. Under the system, the whole of Japan is divided into seven blocks, and participating employees are guaranteed not be transferred out of the block of their choosing. These employees’ compensation and benefits are on par with those of regular employees.
|2016||2017||2018||2019||2020 (as of April)|
|Domestic Group companies||Male||636||643||560||374|
|Female employee ratio|
|Domestic Group companies||21.4%||22.1%||20.6%||13.2%|
|New hires (new graduates)|
|Domestic Group companies||Male||11||16||16||12|
|Domestic Group companies||Number||10||9||8||47|
|Domestic Group companies||60||66||27||68|
|Female employees at the management level*3|
|Domestic Group companies||Number||6||2||2||5|
|Employees with disabilities|
|Employees who took childcare leave|
|Domestic Group companies||Male||0||1||3||0|
|Employees who took shorter work hours for childcare|
|Domestic Group companies||Male||0||0||0||0|
|Average overtime per month|
|Domestic Group companies||11.2hours||9.4hours||13.8hours||10.2hours|
|Annual paid leave used|
|Domestic Group companies||57.3%||53.2%||53.7%||64.2%|
|Average service years (excluding rehired retirees)|
|Domestic Group companies||Male||15.5||15.4||14.7||18.9|
|Employees who resigned within three years of entering the Company|
|Domestic Group companies||Number||2||9||2||1|
- *1.Non-consolidated figures include employees on loan
(except for figures for female employees at the management level)
- *2.Data for domestic Group companies reflects the decrease in the number of consolidated subsidiaries
- *3.Personnel holding managerial positions at the level of assistant manager or higher
- *4.Personnel holding managerial positions at the level of manager or higher
- *5.The figures have been revised due to an error in past data