Together with Employees Promoting Diversity

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.

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 12.8 years, compared with 16.7 years for men (non-consolidated basis, including employees on loan).

Through a range of initiatives, we have increased the proportion of female employees at the management level*1 in Japan to 18.4% (2020). 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*2 of at least 30% for the Group, and at least 35% for Lion Corporation.

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.

Lion’s entry in the Ministry of Health, Labour and Welfare’s database of companies submitting action plans and data based on the Act on Promotion of Women’s Participation and Advancement in the Workplace [Japanese]

*1 Personnel holding managerial positions at the level of assistant manager or higher

*2 Personnel holding managerial positions at the level of manager or higher

Proportion of Female Employees at the Management Level

Act on Promotion of Women’s Participation and Advancement in the Workplace General Employer Action Plan

Lion Corporation

Lion Corporate has established the following action plan in order to create environments in which employees with diverse work styles and values can participate and advance, regardless of such factors as nationality, gender or age, and to further increase opportunities for value creation.

  1. Plan duration: May 1, 2021 to December 31, 2030
  2. Challenges we face:
    • Closing the gap in the proportion of men and women in management positions
    • Creating a corporate culture that respects and leverages diversity
  3. Action plan

    Target 1: A rate of women in management* of at least 35% by the end of 2030

    From 2021:

    • Revise evaluation systems to promote the professional participation and advancement of both men and women
    • Build a career support system that eliminates bias and enables empowerment
      (enhance the mentoring system, create development plans that account for life events, etc.)
    • Reinforce internal and external communication about management’s commitment to promoting women’s professional participation and advancement

    * At the level of manager or higher, in general

    Target 2: For 100% of eligible men to take childcare leave by the end of 2030

    From 2021:

    • Promote a shift in thinking toward leveraging diversity
    • Implement training on unconscious bias
    • Reinforce promotional activities to encourage the use of childcare leave
    • Provide opportunities for reflecting on employee diversity

Actively Promoting the Professional Participation of People with Disabilities

In March 2016, we established the special subsidiary Lion Tomoni Co., Ltd. as a workplace designed to maximize the valuable attributes of people with disabilities, such as dedication, persistence, motivation, ability to concentrate, desire to contribute and positive attitude. The business actives of Lion Tomoni help streamline and rationalize Group operations.

Lion Tomoni Co., Ltd.’s 28 employees and six instructors (as of December 31, 2020) engage in a wide variety of operations, such as cleaning the employee cafeteria and washing laboratory ware, preparing business cards and employee badges, and operating a stationery reuse service. Under the mottos of “safety first” and “working with dedication and vigor,” Lion Tomoni will continue to promote the hiring and professional participation of people with disabilities.

Cafeteria cleaning and washing laboratory ware
Cafeteria cleaning and washing laboratory ware

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. 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 2020, 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.

Hires under the Regionally Based Employee Program
2016 2017 2018 2019 2020
9 5 17 17 2

Employee Data

Employee data for Lion Corporation (non-consolidated) and domestic Group companies
(excluding employees on loan from Lion Corporation*1). All as of December 31.
2016 2017 2018*2 2019*2 2020*2
Lion Corporation Male 2,239 2,203 2,267 1,863 1,971
Female 775 821 917 987 1,148
Domestic Group companies Male 636 643 560 374 384
Female 173 182 145 57 57
Female employee ratio
Lion Corporation 25.7% 27.1% 28.8% 34.6% 36.8%
Domestic Group companies 21.4% 22.1% 20.6% 13.2% 12.9%
New hires (new graduates)
Lion Corporation Male 49 57 63 42 54
Female 29 36 33 34 33
Domestic Group companies Male 11 16 16 12 19
Female 6 7 6 9 10
Re-hired retirees
Lion Corporation Number 250 216 210 160 185
% 8.3% 7.1% 6.6% 5.6% 5.9%
Domestic Group companies Number 10 9 8 47 58
% 1.2% 1.1% 1.1% 10.9% 15.1%
Temporary employees
Lion Corporation 467 458 532 528 196
Domestic Group companies 60 66 27 68 67
Female employees at the management level*3
Lion Corporation Number 149 170 186 200 226
% 12.9% 14.4% 15.8% 17.1% 18.4%
Female managers*4
Lion Corporation Number 62 68 74 76 77
% 6.9% 7.5% 8.2% 11.0% 10.6%
Domestic Group companies Number 6 2 2 5 6
% 3.8% 1.5% 1.6% 2.6% 3.2%
Employees with disabilities
Lion Corporation Number 55 63 76 77 75
% 2.2% 2.4% 2.8% 2.8% 2.7%
Employees who took childcare leave
Lion Corporation Male 2 9*5 16 13 32
Female 53 57 53 61*5 78
Domestic Group companies Male 0 1 3 0 3
Female 5 8 7 3 1
Employees who took shorter work hours for childcare
Lion Corporation Male 0 0 0 0 0
Female 40 57 64*5 63*5 73
Domestic Group companies Male 0 0 0 0 0
Female 9 6 7 3 4
Average overtime per month
Lion Corporation 12.3hours 12.5hours 13.7hours 13.5hours 8.7hours
Domestic Group companies 11.2hours 9.4hours 13.8hours 10.2hours 8.1hours
Annual paid leave used
Lion Corporation 55.1% 50.7% 60.3% 73.7% 68.6%
Domestic Group companies 57.3% 53.2% 53.7% 64.2% 64.6%
Average service years (excluding rehired retirees)
Lion Corporation Male 20.3 20.4 19.6 17.2 16.7
Female 18.0 18.0 16.8 14.1 12.8
Domestic Group companies Male 15.5 15.4 14.7 18.9 20.7
Female 13.2 13.8 11.8 14.7 13.0
Employees who resigned within three years of entering the Company
Lion Corporation Number 4 1 2 8*5 10
% 1.6% 0.4% 0.8% 3%*5 4%
Domestic Group companies Number 2 9 2 1 3
% 3.8% 1.1% 3.8% 1.5% 4.6%

*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