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. .
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.
Diversity promotion system
In fiscal 2019, we launched a diversity promotion project as a task team of the Work Style Reform Committee, and full-fledged activities began in fiscal 2020. In this project, we are working on in-house enlightenment and system construction.
Women’s Participation and Advancement in the Workplace Initiatives
Women account for 23% of Toridor Group's employees (approximately 60% if temporary employees are included), and many women are active in the company. In addition, there are many cases in which employees serve as store managers even though they are partner staff members, and we are working to create a system that allows them to work while also raising children.
We will take proactive measures to support employees as they work to solidify their career goals, think about what they need to do to achieve their goals, and take action to suit their individual work styles.
In addition, we received the "Eruboshi" certification from the Minister of Health, Labor and Welfare as a company with particularly excellent efforts to promote the advancement of women.
Toridoll HD received the 2nd stage certification, and Marugame Seimen received the 1st stage certification.
Through various initiatives, we aim to increase the proportion of women in managerial positions (section manager and above) to 20% by FY2025.
■Main initiatives
We have established a Women's Empowerment Promotion Team within the Diversity Promotion Project and are promoting various initiatives.
・Development of female managers
We are holding study sessions for female candidates for managerial positions, and the percentage of female managers is increasing. ) 12.6% at the end of FY2022, up 7.6% from five years ago).
・Held a roundtable discussion for female management candidates
Female management candidates from all over the country gather together to listen to a message from the top and discuss the ease of working for women, thereby increasing their motivation to pursue management positions.
・Revised short working hours system
In order to support employees in balancing work and childcare, the deadline for the short-time working system has been extended from the legal limit for children under 3 years of age to 10 years of age.
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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 |
*Toridoll Holdings, Marugame Seimen, Toridoll Japan, KONA'S, Niku no Yamagyu, Toridoll D&I
Gender wage difference
Among Toridor Group's non-regular workers (part-time and fixed-term workers), the average wage for women is higher than for men.
At stores, there are many cases where non-regular workers are also store managers, and 90% of these employees are women. Another factor is that women tend to have a higher average number of years of service.
On the other hand, regarding regular workers (regular employees), the average length of service for women is shorter than that for men (3 years for women and 5.6 years for men), which has a greater impact on the difference in wages.
We aim to reduce wage differences by promoting various initiatives such as creating an environment where women can continue working for a long time.
*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+)
The Toridoll Group has established an LGBTQ+ team within the Diversity Promotion Project to promote various initiatives, just as we promote women's empowerment.
We received the highest rank of Gold in 2021 and 2022 consecutively in 2021 and 2022 in the ``PRIDE Index'', which is an evaluation index for efforts towards sexual minorities in Japanese workplaces established by the voluntary organization ``work with Pride''.
In addition, we opened our first store at Tokyo Rainbow Pride 2023 in a Marugame Seimen kitchen car, selling TRP-limited udon noodles, and promoting Toridoll Group's diversity initiatives to many visitors.
■Main initiatives
・Apply personnel/welfare systems (congratulatory benefits, vacation, etc.) to same-sex partners who have the same relationship as spouses.
・Establishment of LGBTQ+ consultation desk
・Implementation of regular in-house training
・Establishment of ally community and various activities (study sessions, awareness activities, etc.)
・Produce ally stickers to be distributed to those who request them.
Marugame Seimen Kitchen Car will be exhibited at “Tokyo Rainbow Pride 2023”
Toridoll Holdings participated in Asia's largest LGBTQ∔ related event "Tokyo Rainbow Pride 2023" held in April 2023, and exhibited the Sanuki udon specialty store "Marugame Seimen" kitchen car.
In addition to selling limited edition udon noodles, we also created the ``Marugame Seimen Rainbow Logo'', which is an arrangement of the Marugame Seimen logo in rainbow colors.
We hope that through our exhibition, many people will become interested in diversity and inclusion and help realize an inclusive society.
Toridoll HD exhibits Marugame Seimen Kitchen Car at Tokyo Rainbow Pride 2023, Asia's largest LGBTQ-related event
Promoting Employment of Senior Employees
The Toridoll Group has raised the retirement age from 65 to 70 in fiscal 2022.
In addition, if the individual wishes to retire after retirement, we will rehire him or her as a contract employee, part-time employee, or partner staff, taking into account his/her health condition and ability, but we have abolished the upper age limit for reemployment. did.
Our goal is to eliminate the situation where people feel that they are not worried about their health, but are unable to continue working due to retirement age, and to encourage employees to continue working on the front lines for a long time with a desire to work.
As of the end of March 2023, the number of employees aged 60 or older is 2,305 (approximately 8% of all employees). Additionally, we have rehired 628 senior staff and are now working in stores and other locations.
Toridor D&I promotes employment of people with disabilities
The Toridoll Group has established Toridoll D&I Co., Ltd. as a special subsidiary to promote the employment of people with disabilities, and more than 160 staff members are active mainly in store cleaning activities and administrative support.
Toridoll D&I operates a unique evaluation system and promotion system for management trainers, and is working to create a work environment where all employees feel motivated to work.
In addition, to create new value, we also repair udon bowls used at Marugame Seimen and manage kits for udon classes. Additionally, Toridoll Group's employment rate for people with disabilities for the fiscal year ending March 2022 is maintained at over 2.3%.
* Staff refers to partner staff who have obtained a disability certificate.
[This page was updated: December 4, 2023] The figures are for 2022, but some of the initiatives include information for 2023.
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