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The Lion Group strives to promote diversity, equity and inclusion in order to improve the creativity of its business activities.
We believe that leveraging the diverse knowledge and experiences of our employees directly contributes to the realization of our purpose and leads to new ideas and innovations that help people develop better living habits. To this end, we are working to increase diversity among decision-makers and foster an organizational culture in which people with diverse values and perspectives—regardless of nationality, gender, or other attributes—can fully demonstrate their individuality and abilities and work comfortably.
We have linked the realization of Vision 2030 to the promotion of Diversity, Equity & Inclusion, which focuses on three key areas: talent diversity, which is the recruitment of people with diverse values and perspectives based on nationality, gender, and experience, and the creation of an environment in which everyone can work comfortably; equity, which supports the creation of opportunities for diverse human resources to work and grow in a fair and equitable manner; and inclusion, which is the creation of a culture of mutual respect in which we leverage each other’s diverse knowledge and experience by promoting an understanding of unconscious bias.
In order to foster inclusion, we have implemented unconscious bias training programs for all levels, from employees to management, to provide skills for embracing diversity and mutually leveraging each other’s strengths in business operations and value creation. Furthermore, we provide gender equity training for women, helping them define their own leadership style and offering development programs to help them achieve it, while also strengthening support for those struggling to achieve work-life balance.
Lion recognizes that the professional participation and advancement of women is indispensable to growth in corporate value and is proactively implementing measures to promote the professional engagement of women.
To narrow the gap in compensation between men and women, we provide each employee with learning and fair growth opportunities while also providing training for evaluators aimed at ensuring that their judgement is unaffected by unconscious bias against employees with care work responsibilities (i.e., home and childcare) or the nature of their previous work experience. Since March 2020, we have endorsed and participated in the activities of “30% Club Japan,”*1 which aims to achieve boards of directors comprising at least 30% women. Insights gained from club discussions and other activities regarding other companies’ initiatives and challenges related to women’s advancement are incorporated into our own initiatives.
For example, from 2022, we have been conducting a mentoring program and empowerment seminars to support the development of female leaders and diverse career advancement. Designed for female employees on the brink of becoming or in their first year as section manager role, the mentoring program helps each participant identify their strengths and define their ideal career path with guidance from external experts. It also supports the development of authentic leadership styles and helps alleviate career-related anxieties. Participants have praised the program, noting that it provided a valuable opportunity to seriously reflect on their personal values and career plans.
As a result of these efforts, the percentage of female employees in management positions*2 at the Lion Group rose to 28.3% (as of the end of 2025).
Looking toward 2030, we aim to advance the professional development and promotion of women on a Group-wide basis, targeting a rate of women in management of at least 30% for the Group.
Lion’s Action plans based on the Act on Promotion of Women’s Participation and Advancement in the Workplace and its Declaration 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.
*1 Japan chapter of a global campaign founded in the United Kingdom in 2010 with the goal of increasing the percentage of women in key decision-making bodies, including boards of directors, to 30%.
*2 Personnel holding managerial positions at the level of manager or higher
