At the Toridoll Group, each employee accepts diversity, understands and respects each other, and demonstrates their unique individuality. By doing so, we aim to continue creating new value and linking this to the sustainable growth of the company. .
Materiality | 2024 KPI | Fiscal 2024 results |
|---|---|---|
Creating a culture that enhances our happiness | ● Preparation of surveys to measure happiness ● Percentage of women in management positions: 18% | ● Develop a survey ● Percentage of women in management positions: 20.00% |
Fundamental Policy on Promoting Diversity
As a business that develops human resources, TORIDOLL Group actively promotes diversity and inclusion in accordance with the following three policies so that each employee can work autonomously. By doing so, we create additional corporate value and carry out our mission: Finding New Value. Simply For Your Pleasure.
- We respect the diversity of employee age, sex, race, nationality, disability, ethnicity, religion, social status, sexual orientation, sexual identity, values, culture, lifestyles, and so on and strive to create workplace environments where individuals can grow and excel through mutual understanding.
- We will create systems and initiatives that enable each employee to demonstrate their capabilities, knowledge, experience, and so on and devote themselves to their work and provide internal support so that each employee can exhibit their character and work styles to the greatest extent.
- Since its founding, the Group has been committed to always inspire customers, and accordingly, we will treat others with consideration at all times and value the feelings of everyone we meet.
DEIB's Initiatives
For Toridoll, DEIB (Diversity, Equity, Inclusion, Being) is defined as respecting diversity, providing fair opportunities (equity) to each individual, and fostering a sense of belonging (being) where everyone feels "this is where I belong," a core concept of Happy Company management, as outlined in our basic policy for promoting diversity. To promote DEIB, we will advance initiatives across the group in all areas of diversity, including promoting women's empowerment, LGBTQ+ initiatives, senior employment, employment of people with disabilities, and the active participation of foreign nationals.
Marugame Seimen is conducting a happiness survey for all its employees.
At Toridoll Group, which has virtually no central kitchens and is committed to thorough in-store preparation of "handmade, freshly prepared" products, the happiness of employees who create the products and services is the most important factor for business continuity. Therefore, we have developed and started operating a system that delves deeply into employee engagement scores (happiness scores).
While we had previously conducted employee surveys, the same questions were used regardless of the individual's personality, preventing us from understanding their deeper thoughts and feelings. In response, we developed a system using AI to create flexible, non-standardized questions, analyze context and sentiment from employees' free-form responses, and perform baseline mapping. This creates a system that visualizes each individual's "thoughts" and "strengths." The system employs voice-activated AI for responses and supports eight languages, including English, Vietnamese, and Burmese.
We also developed a system to analyze the relationship between employee engagement scores (happiness scores) and customer satisfaction (excitement scores). We have also implemented an "AI recommendation function" in which an AI agent analyzes data from successful case studies at each store and automatically proposes the optimal improvement actions. Furthermore, we have developed a "HappyCan Dashboard" that not only aggregates this data but also visualizes it in an easy-to-understand way for use in stores, so that everyone can see the collected information at a glance and use it to improve their actions.
We will build a model (Happy Company Prosperity Cycle) where employee happiness and customer satisfaction create a positive cycle.
Women’s Participation and Advancement in the Workplace Initiatives
At Toridoll Group, we are promoting the creation of an organization where everyone, regardless of gender, can demonstrate their individuality and abilities and thrive. We provide fair opportunities at every stage of recruitment, training, and promotion, and we are accelerating our efforts to promote women's advancement, placing it at the core of DEIB (Developmental Innovation and Benefits Institute).
In fiscal year 2025, the percentage of women at our company was projected to be 27.3% for full-time employees and 57.1% including partner staff. By developing systems and environments that support work styles according to life stages, the number of women advancing their careers from partner staff to full-time employees as store managers is steadily increasing. The results of these efforts are also reflected in the average length of service, with female full-time employees having a longer tenure of 6.7 years compared to male employees' 5.8 years, and among partner staff, the average length of service for women has risen to a level that surpasses that of men, at 3.5 years compared to 2.2 years for male employees.
■Main Initiatives
We are working to enable women to thrive in the workplace for the long term and build careers that suit their life stages, through initiatives in training, systems, and work styles.
・ Women's Leadership Training for Managers and Store Manager Candidates
- Launch of the "Pregnancy and Return-to-Work Support System" (continuous follow-up before and after maternity/childcare leave)
- Implementation of a "diaper giveaway" as childcare support.
- The time limit for the reduced working hours system has been extended from the legally defined limit of "until the child is under 3 years old" to "until the child is 10 years old."
Ratio of female managers
The percentage of female managers in fiscal year 2025 is projected to be 19.2%, bringing us within striking distance of our target of 20%.
We have always strived to create an environment where employees can thrive even after experiencing life events, and we have also worked to increase motivation for management positions through roundtable discussions with female management candidates, where they can receive messages from management and discuss how to make the workplace more accommodating for women. The accumulation of these continuous efforts has led to a steady increase in the percentage of female managers.
Going forward, we will further expand study sessions and training opportunities for women aspiring to management positions, and work to create an environment where women can build their careers with confidence.
as of the end of FY2018 | as of the end of FY2019 | as of the end of FY2020 | End of 2021 | End of 2022 | |
|---|---|---|---|---|---|
No. of women in managerial positions* | 5 | 9 | 17 | 25 | 26 |
Proportion (%) | 5 | 6.9 | 9.8 | 13.1 | 12.6 |
Regarding the gender pay gap
In fiscal year 2025, the wage gap for women, with men set at 100%, was 87.1% for all employees, 82.5% for full-time employees only, and 120.5% for part-time staff only.
We aim to reduce wage disparities by promoting various initiatives, such as creating an environment that allows women to continue working for longer periods.
*Toridoll Holdings, Marugame Seimen, Toridoll Japan, KONA'S, Niku no Yamagyu, Toridoll D&I
*Using the calculation method in the Act on Promotion of Women's Participation and Advancement in the Workplace. Target: All workers (reflects maternity and childcare leave; excludes employees transferred from our company to other companies and temporary employees)
Initiatives for sexual minorities (LGBTQ+)
Toridoll aims to create a workplace environment where all employees, regardless of their sexual orientation or gender identity, can work comfortably and authentically. In 2019, we launched the Diversity Promotion Project as a task team of the Work Style Reform Committee, and began full-scale activities in 2020. Within the project, we established an "LGBTQ+ Team" and are continuously promoting initiatives based on three pillars: the development of internal systems based on the basic policy for promoting diversity, training to promote understanding for all employees, and proactive information dissemination to the outside world.
These activities were recognized, and in 2025, we received the highest rating of "Gold" for the fifth consecutive year in the "PRIDE Index" by the non-profit organization "work with Pride." We also received the "D&I AWARD," which is Japan's largest certification and recognition award for companies promoting diversity and inclusion (D&I), hosted by JobRainbow Co., Ltd.
■Main Initiatives
We are continuously working on initiatives centered on improving internal systems, conducting training to promote understanding, and disseminating information externally.
- Establish internal company regulations that treat same-sex partners the same as spouses (e.g., congratulatory and condolence payments, leave, etc.)
- Conduct LGBTQ+ awareness training for employees
- Establishment of internal and external LGBTQ+ consultation services.
- Establishment of the Ally Community, study sessions, and awareness-raising activities.
- Disseminating internal information through diversity channels
- Exhibiting a booth at "Tokyo Pride 2025," Asia's largest LGBTQ+ event (for the third consecutive year).
We will be exhibiting a booth at "Tokyo Pride 2025," Asia's largest LGBTQ+ event, for the third consecutive year.
Toridoll Holdings and Marugame Seimen exhibited a booth at the "Pride Festival" of "Tokyo Pride 2025," held in June 2025. For two days, on the 7th and 8th, they sold "Rainbow Udonuts," an event-exclusive product featuring colorful rice crisps to symbolize respect for diversity, from Marugame Seimen's "Udonut-go" (udonut vehicle). They also distributed fans introducing the group's initiatives for LGBTQ+ and conducted a campaign to raise awareness.
Promoting Employment of Senior Employees
In fiscal year 2022, the Toridoll Group raised its mandatory retirement age from 65 to 70. Furthermore, if an employee wishes to be rehired after retirement, they can be rehired as a contract employee, temporary employee, or partner staff member, taking into consideration their health and abilities. There is no upper age limit for rehiring. Senior personnel with abundant experience and knowledge play a crucial role in store operations, serving as the cornerstone of maintaining quality on-site, training new employees, and handling customer service.
As of the end of March 2025, there are 3,278 employees aged 60 or over (8.99% of all employees), 1,423 aged 65 or over (3.9%), and 161 aged 70 or over (0.44%). We have established systems that allow employees to continue working for us for a long time through measures such as the development of a continuous employment system, flexibility in shifts and working hours, and the operation of a mentoring system in stores.
Toridoll D&I promotes employment for people with disabilities
Toridoll D&I Corporation is a special subsidiary company established to promote the employment of people with disabilities, and is working to ensure stable employment and active participation for people with disabilities throughout the entire group.
As of March 2025, the number of employees with disabilities was 209, and as of April 2025, the employment rate for people with disabilities was 2.52%, demonstrating our commitment to maintaining and expanding stable employment across the entire group.
At that time, by implementing our own evaluation system and promotion system for management trainers, we are creating a workplace environment where everyone feels motivated to work, and creating new employment opportunities through the expansion of cleaning facilities.
Initiatives in employing foreign nationals
At Toridoll Holdings, we are committed to creating an environment where all employees, regardless of nationality or cultural background, can work with peace of mind for the long term.
For example, ZUND Inc. began accepting employees of other nationalities in April 2024, and by the end of March 2026, a total of 55 people had joined the company, using its stores and central kitchen in Japan as receiving bases. The company is committed to creating a safe and secure working environment. Upon arrival in Japan, employees meet new employees at the airport, followed by a company briefing in three languages (Japanese, English, and Tagalog). A welcome party is then held at one of the company's stores to ensure that new employees can start their new lives without any worries.
In terms of daily life, we also create an environment where employees can live with peace of mind by preparing housing, bicycles, and daily necessities in advance, and by taking into consideration religious and food culture needs. Even after employment, we continue to provide support in both career and personal life aspects through in-house Japanese language study sessions, support for obtaining food service-related qualifications, and regular interviews.
Moving forward, we will continue to expand opportunities for foreign nationals throughout the group and promote the creation of an inclusive workplace where everyone can work in a way that suits them.
[This page was last updated on June 25, 2026] The figures are for fiscal year 2024, but some of the initiatives include information from fiscal year 2025.
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