Promotion of DE&I

Our group is building a sound corporate culture and a strong management structure by pursuing a system that enhances the job satisfaction of each employee, while at the same time by ensuring the quantitative and qualitative appropriateness of human resources. Under the management philosophy of “mutual trust”, we aim to create a work environment that is receptive to diverse human resources and values, deepens relationships of mutual trust and that allows each employee to perform to the best of his/her ability. We will continue to expand the diverse career paths and work options, and will implement initiatives related to human resources that will allow us to take advantage of the diversity of employees in organizational decision-making for a rapidly changing market, such as by promoting an introduction of a new personnel evaluation system.

Empowerment of Women

As many of our employees at Wacoal Corp. and customers are female, Wacoal Corp. considers the empowerment of women’s involvement and activities as an important management goal in order to reflect more diverse viewpoints in its management decision-making. Therefore, Wacoal Corp. has established a workplace environment that is appropriate and in line with women’s unique life stages, promotes more flexible work styles, and has instituted a system for promotion and advancement based on ability and performance, regardless of gender or age. In February 2021, Wacoal Corp. received the “Eruboshi Certification” from the Ministry of Health, Labor and Welfare of Japan, having been recognized as a company that has made effective efforts to advance women’s participation.

Promotion of Women in Managerial Position

Wacoal Corp. has formulated a general employer action plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life, under which we aim to increase the percentage of women in managerial position (section manager and higher level) to 30% or higher by the end of fiscal year ending March 31, 2025. The percentage of women in managerial position (section manager and higher level) as of April 1, 2023 was 29%.
We will continue to identify human resources with a high aptitude for leadership from an early stage, regardless of gender, and further promote the provision of training opportunities to candidates for managerial positions. We will also develop talents capable of being in charge of managerial and executive positions by supporting the autonomous growth of employees, encouraging them to gain experience in a variety of businesses and positions, and continuously working to foster career awareness.

Action Plan Based on the Act on Promotion of Women's Participation and Advancement in the Workplace

(Four-year period from September 2, 2020 to September 1, 2024)

Wacoal has formulated a General Employer Action Plan based on the "Act on Promotion of Women's Participation and Advancement in the Workplace" which was enacted in April 2016.By continuing to prepare working conditions according to the unique life stages of women, and by focusing on hiring and cultivation that emphasizes ability rather than gender, we will cultivate personnel who can perform regardless of gender. In February 2021, we obtained the certification of "Eruboshi" as a company with excellent implementation status of efforts related to the active participation of women.

Issues at Wacoal

Issues 1:
It is necessary to have and continuously operate a system for training and educating female employees who can become candidates for managerial and executive positions

Issues 2:
Together with career path formation for women and work style diversification, it is necessary to construct a system that can achieve both career formation and personal life enhancement

Target

Target １：
Work toward achieving a ratio of 30% or more for managerial positions (section manager and above).

Target ２：
Through the adoption of remote work capacity, work toward achieving a situation wherein all employees (100%) can work flexibly.

Details of initiatives

Differences in Wages between Male and Female Employees

The differences in wages between male and female employees, one of the indicators for empowerment of women, at Wacoal Corp. is 52.9% (full-time employees 53.9%, part-time and fixed-term employees 58.1%, career-track positions 79.2% and management positions 91.2%). At Wacoal Corp., there is no wage differential between male and female employees in the same role. For this reason, the difference is due to (i) the ratio of men in the managerial positions making up approximately 70% of all managerial positions, (ii) the ratio of female employees in career-track positions, especially in the hiring of new graduates, having been increasing year by year, resulting in a high ratio of female employees among employees who have been with the company for 10 years or less (10 years or less: 110 employees, 51.9%; over 10 years: 71 employees, 15.9%) , and (iii) the fact that a higher proportion of employees in sales related job groups compared to career-track positions.
We will increase the ratio of women in new graduates and lateral hires in career-track positions, promote women based on their abilities regardless of age and gender, and also increase the ratio of women in the managerial positions and executive positions in order to close the differences in wages between male and female employees.

Differences in wages between male and female employees in current fiscal year (%)*

Work-Life Balance

Aiming to enhance productivity and job satisfaction, Wacoal Corp. launched the Work-Style and Leave-Style Reform Project in April 2017. Under this project, we are establishing employeefriendly working conditions by introducing a telecommuting system, a leave system for self-improvement, and a system that helps families take leave at the same times. We plan to advance personnel management with a view to raising productivity, and we will continue to take initiatives to heighten job satisfaction.

* Number of days of paid leave taken by all employees ÷ Number of days of paid leave granted to all employees

Wacoal Corp. is developing workplace environments that enable employees to lead fulfilling lives and to make the best use of their skills. For example, as part of our initiatives to help employees meet work and child-rearing commitments, we are establishing programs and norms with a view to creating environments that are convenient and fulfilling to work in not only for employees with child-rearing commitments but also for coworkers who support them. Further, as a result of preparing an action plan based on Japan’s Act on Advancement of Measures to Support Raising Next-Generation Children and taking measures to implement the plan, in 2018 we received Kurumin certification for the third time and Platinum Kurumin certification. In the FY2023, Male Employees Taking Child-rearing Leave by 38.9%.
We plan to create a system that allows employees to be flexible in the way they use their time so that they can increase the diversity of their individual experiences and skills and create innovation at work, by actively having connection not only with work and family, but also with society.

Respect for Diversity：Promotion of Foreign Nationals to Managerial Positions

Our group, as a corporate group operating in countries and regions around the world, appoints local personnel to the positions of representative (president) and key managerial positions in each of our overseas entities, including the U.S., Europe and China. The representatives (president) of Wacoal Hong Kong Co., Ltd., Philippine Wacoal Corp. and Intimates Online, Inc. are served by female. We will continue to hire diverse local human resources regardless of nationality and promote them to key managerial positions in order to expand our business from the customer’s perspective and strengthen our competitive advantage in the overseas markets.

Respect for Diversity：Employment of people with disabilities

Our goal is to constantly improve the working environment and provide work support by conducting training so that everyone is able to work proactively, and we also conduct individual interviews to listen to worker opinions.
In February 2018, Wacoal I Next Corp. was founded to promote the employment of people with disabilities and to create opportunities for their active participation. In December 2018, the company was certified as a special subsidiary under the Employment Promotion Act for Persons with Disabilities.
In order to flexibly promote the development of individual skills, Wacoal I Next Corp. has adopted a variety of working styles, such as "multi-tasking" where an employee is responsible for multiple tasks without setting limitations on the scope of the work, and "work sharing" where multiple employees undertake larger tasks which are divided into small segments; we aim to create a workplace where each and every employee can have a sense of fulfillment and growth.
It is necessary for a company to follow legal employment quotas; however, we don't see those as just numerical targets. Under the mutual trust established by Wacoal, we would like to contribute to the realization of a society that takes advantage of diversity by working as a group to create a workplace where everyone can play an active role for development.

Respect for Diversity: Participation from senior citizens

We are introducing a system in which senior citizens can play active roles after retirement with the goal of demonstrating their rich experience and abilities, and providing job satisfaction for them.

* As of 1 April of each period