*Isetan Mitsukoshi Ltd
| Promotion of diversity, equity and inclusion | ||||||
| Achievement of diversity | Active participation of people with disabilities (special subsidiary company) |
“Elder” system (Rehiring after mandatory retirement) |
Acceptance of external personnel | Elimination of harassment | Active participation of foreign nationals | |
| Job satisfaction: Promoting lifelong CDP to allow individuals to grow | |||||
| Personnel development | “MANABI NO MORI” (grand design for fostering human resources |
New graduate employee training | Temporary transfer within and outside the Group | Fostering managerial human resources | |
| Optimal personnel assignment | Disclosure of workplace information Provision of career information |
Career interview (1st year career-track employees, 1st and 2nd year mate employees) |
Self-reporting | Internal open calls (recruiting) |
Applying for challenging work (job application) |
Group internal career support (transfer to Group company) |
Aptitude screening (aptitude evaluation by direct superior) |
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| Comfortable working environment: Allowing individuals to flourish and achieve a good life-work balance | |||||||||
| Pregnancy, childbirth, childcare | Leave of absence, administrative leave | Prenatal childcare leave (required number of days; no pay) |
Maternity leave (8 weeks before and after birthing: no pay) |
Childcare leave (until the child turns 4; no pay) |
Special provisions for childcare leave (up to 5 days per child; paid) |
Accumulated paid leave (childcare) (up to 230 consecutive days) |
Accumulated paid leave (fertility treatment) (up to 45 consecutive days) |
Accumulated paid leave (child’s school event) (up to 1 day) |
Leave for sick/injured childcare (5 days a year per child, no pay; up to 10 days, as required by law) |
| Work system | Prenatal childcare work system (shortened hours) (required number of days) |
Limitation of work hours to protect mothers (no overtime or holiday work, etc.) |
Childcare work system (short work hours) (until the child is in the third grade of elementary school; up to 10 years) |
Childcare time (30 minutes per day x 2: paid) |
Shifting of work schedule during childcare system (up to 10 days per month) |
Temporary extension of working hours during childcare (up to 10 days per month) |
Restriction of work hours for childcare (no overtime or holiday work, etc.) |
Fixed early-morning-shift system (until the child is in the fourth grade of elementary school; up to 11 years) |
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| Benefits |  Childcare support (for full-time employees) |
Benefits for monthly childcare |
Benefits for temporary childcare |
Fertility treatment benefits |
 Maternity allowance |
Childbirth lump-sum allowance |
| Caregiving | Leave of absence, administrative leave | Caregiver leave (up to 1 year per 1 applicable family, no pay) |
Accumulated paid leave (caregiving) (up to 230 consecutive days |
Leave for family care (5 days a year per family member, no pay; up to 10 days, as required by law) |
| Work systems | Caregiver work system (up to 3 years per 1 applicable family) |
Restriction of work hours for caregiving (no overtime or holiday work, etc.) |
| Benefits | Support for caregiving costs |
| Benefits | Accumulated paid leave | Injury and illness (up to 230 consecutive days) |
Skills development (up to 20 consecutive days) |
Extension of disaster leave (up to 120 consecutive days) |
Volunteering (up to 60 consecutive days) |
Sick/injured caregiving (up to 20 consecutive days) |
Extension of leave for weddings and funerals (up to 1 day) |
| Other leave | Leave for weddings, funerals, and disasters (paid) |
Leave for moving to location of new appointment (up to 4 days: paid) |
Menstruation leave (required number of days; no pay) |
| Work systems, etc. | Shortening of total work hours | Switching fixed-term employees to indefinite contracts (employees of all statuses switched to indefinite employment in October 2021) |
Re-employment (within 12 years of retirement) |
Continued employment within the Group | Side jobs, second jobs | Flextime | Half-day paid leave | Leave of absence due to a spouse’s transfer | |
| Work process and efficiency improvements (digitization, management of work hours) |
Distribution of work-use smartphones (all employees and mate employees) |
Offices without assigned desks | Telework (at home or at satellite offices) |
Health and mental care | Injury and disease allowance |
Shortened working hours | ||
Paid by the Isetan Mitsukoshi Health Insurance Society
Paid by the Isetan Mitsukoshi Group Mutual Aid Association
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