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The Lion Group is promoting diversity, equity and inclusion in order to improve the creativity of its business activities.
To maintain the sense of urgency required to create new value and address life and social issues, it is necessary to maximize the varied knowledge and experience of our diverse human resources so they are equipped to generate new ideas and innovations to create better living habits. We will create an environment and foster a corporate culture in which employees with diverse values and perspectives, regardless of nationality, gender or other attributes, respect each other and can fully demonstrate their individuality and abilities.
We have linked the realization of Vision 2030 to 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 is 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 by leveraging each other’s diverse knowledge and experience.
In order to promote inclusion, we have implemented unconscious bias training programs for all levels, from employees to management, as part of our efforts to foster a corporate culture that makes the most of diverse knowledge and experiences and to provide skills for embracing diversity and mutually leveraging each other’s strengths in business operations and value creation. Furthermore, we provide next-generation leader development training for each of the different career and living environment groups in order to achieve gender equity, teaching methods of work-life balance and strengthening skill development.
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.
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 gender discrimination and unconscious bias do not affect their judgement of employees with regard to their education and training, care work responsibilities (i.e., home and childcare) and work experience. In March 2020, we endorsed and participated in the activities of “30% Club Japan,”*1 a campaign targeting boards of directors comprising 30% women. The club provides opportunities to participate in meetings with other companies to exchange opinions on women’s activities and programs that encourage young women to think about their careers.
In addition, from 2022, we have launched a mentoring program and empowerment seminars to support the development of female leaders and diverse career advancement. Due to the provision of expert mentors from outside the Company, the building of internal and external networks, and the introduction of programs to consider and taking part in leadership activities and challenges that are unique to them, more than 80% of participants have experienced positive changes in their own awareness and behavior.
As a result of these efforts, the percentage of female employees in management positions*2 on a non-consolidated basis rose to 16.6% (as of the end of 2024).
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
