Development of an Organization that Utilizes Diversity | Core Theme 2 | Sustainability

Promotion of Employment of Differently Abled Individuals

MARUI KIT CENTER

MARUI KIT CENTER CO., LTD., is a special subsidiary of MARUI GROUP that advances initiatives for creating new employment opportunities for differently abled individuals that date back to 1992. This company has been promoting the employment of such individuals and expanding the range of duties available for them to perform for more than two decades.

Today, employees at MARUI KIT CENTER have come to perform a wide range of duties. These duties include the management and shipping of supplies (wrapping paper and office supplies) used by the Group; inspection of products (apparel and sundries); the provision of office services, which include conducting office work and printing and mailing materials for Group companies; and the creation of business cards and employee IDs for Group employees. Moreover, this company's management concept has been broadened from the prior goal of promoting employment of differently abled individuals and making such employment an entrenched part of the company's operations to the new goal of facilitating growth through work. By providing various positions and work stages based on employees' individual talents and the nature of their disability, MARUI KIT CENTER is developing an environment in which differently abled individuals can continue to work while feeling motivated and exercising independence.

: Supply pickup

Dialogue 03
Empowerment of Every Employee through Mutual Understanding

Dedicated Organization for Expanding the Range of Duties that Can Be Performed by Differently Abled Individuals

In the Support Partner Section of MARUI GROUP's Personnel Division, differently abled staff members provide support for the office work procedures of Group companies, including assisting with the input of electronic information and the filing of documents. These services effectively contribute to the productivity of work at Group companies. Furthermore, by expanding the range of duties that can be performed by differently abled individuals, we are promoting employment of such individuals and simultaneously fostering a corporate culture of growing together with these individuals.

Ratio of employees with disabilities (As of June 1, 2022)

	Legally mandated target for private companies	MARUI GROUP
Ratio of employees with disabilities	2.30%	2.82%

Support for office work provided using high-level computer literacy
MARUI GROUP was presented with a 2021 award for supporting the Tokyo Metropolitan Board of Education in reflection of its offering assistance in looking for employment to students from special support schools.

Participation in The Valuable 500 International Initiative

MARUI GROUP endorses the goals of The Valuable 500, an international initiative aimed at creating a society that is inclusive to people with disabilities, and its president, Hiroshi Aoi, was the first Japanese business leader to join this initiative.

Promotion of an LGBTQ-Friendly Atmosphere

MARUI GROUP received a silver rating in the PRIDE INDEX in 2016 and then was awarded a rating of gold for seven consecutive years beginning in 2017 out of recognition of its fulfilling requirements with regard to all five indicators. The PRIDE INDEX was established by work with Pride and is the first index in Japan designed to encourage the development of LGBTQ-friendly workplaces in a manner that exceeds the boundaries of companies. MARUI GROUP will continue its efforts to support the LGBTQ community into the future.

Initiatives to Date

LGBTQ Manner Training	MARUI GROUP performs LGBTQ manner training that goes beyond providing employees with basic knowledge to include customer service exercises conducted with members of the LGBTQ community. These exercises help employees understand how to act with sensibility to the needs of the LGBTQ community in the workplace.
Participation in LGBTQ Awareness Events	MARUI GROUP participates in RAINBOW PRIDE events held in Tokyo as well as in the Kansai and Kyushu regions.
Establishment of Consultation Venues	The Company has established external consultation venues that allow individuals to receive consultation on a wide range of LGBTQ-related concerns pertaining to their work, themselves, or their family, and internal consultation venues for consultation on LGBTQ-related concerns in the workplace. The internal venue is open to members of the LGBTQ community as well as to their coworkers.
Revision of MARUI GROUP Code of Conduct and Labor Agreements	We have made it clear that individuals are not to suffer discrimination on the basis of sexual identity or sexual orientation. Statements to this effect have been newly included in the section on respect for human rights in the MARUI GROUP Code of Conduct and in the section prohibiting discriminatory treatment in the Company's labor agreements. The scope of application of human resource systems pertaining to spouses has been expanded to include spouses from legal marriages as well as spouses from common-law marriages and same-sex partners. In conjunction with this change, the word "spouse" was replaced with "partner" in these systems. This change was applied to leave, compensation, welfare, and other systems.

Reemployment Support System

We have introduced a reemployment support system allowing employees that have reached the mandatory retirement age of 60 to continue working until 65, in principle, should they choose to do so. We value employees with specialized knowledge gained through years of experience, recognizing that they are precious human resources. In addition, we are developing new areas in which we can leverage the customer-first perspective and customer service capabilities that are unique to individuals with retail experience. Furthermore, following the October 2013 increase to the age at which people can begin receiving public pensions, we expanded our reemployment support system to allow for retired employees to come back full time, adding to the previously available option of working shortened hours. This move has made it possible for employees to choose the workstyle that best suits their needs. (In the fiscal year ended March 31, 2017, 90% of employees requesting reemployment were able to continue working.)

The upper limit for usage of this system was raised based on the April 2021 revision of the Act on Stabilization of Employment of Elderly Persons. Accordingly, employees are now able to renew their contracts up until age 70 (some conditions apply).

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