Seven & i Holdings Co., Ltd. and its consolidated subsidiaries (hereinafter referred to as "our Group") conduct recruitment activities in compliance with the law and does not permit any discrimination whatsoever for reason of social status, place of birth, race, creed, religion, gender, and so on. In addition, we do not engage in forced labor or coerce employees to work against their will, and we prevent child labor by confirming age at the time of hiring. In terms of treatment, we comply with the minimum wage stipulated by law and promote equal remuneration for men and women workers for work of equal value. We appropriately evaluate the performance of work and the degree of contribution of each person and reflect it in rewards, such as bonuses.

Our Group has instituted a self-check program to maximize individual employee abilities and help ensure fair evaluations. Twice a year at each Group company, employees first assess their own job performance, which is then evaluated by their supervisor. After that, the employees and their supervisor meet to discuss the results. This direct dialogue helps the employees to identify their own achievements, strengths, and challenges while also ensuring the transparency and fairness of evaluations.

In addition, through individual meetings with supervisors, issues at the workplace related to management levels, knowledge, skills and the like are confirmed, and this leads to further career development. Since it is not a simple one-sided evaluation by the company, employees are more willing to accept the system and find it motivating. The system is helping to steadily improve operational levels.

Seven-Eleven Japan has been conducting “management checks,” chiefly for section managers, since 2017. This measure is intended to further promote communication between supervisors and their subordinates and thereby improve organizational openness and transparency within the company. As part of these management checks, subordinates respond to questions on the status of management by supervisors, while supervisors respond to questions regarding the status of their own management. The responses of subordinates are aggregated anonymously, and the results are not directly disclosed to their supervisors, with superior officers of the managers offering overviews of the evaluation results during performance reviews or at one-on-one meetings. The results of management checks are thereby serving to contribute to the individual growth of these managers.

Our Group complies with the minimum legal wage and undertakes initiatives to improve the living standards of its employees.

In addition to operating a childcare and nursing care leave system available to all employees, regardless of their being permanent or part-time employees, we have established personnel systems to allow promotion and advancement aligned to individual motivation and ability, regardless of the category under which an employee was hired (new graduate hires at each Group company, experienced employee hire, promotions to permanent employee), or their educational background, nationality, or gender. Our Group has additionally made available a range of welfare and related systems, including subsidies for undergoing comprehensive physical examinations and cancer screenings, life and non-life insurance, and access to leisure and sports facilities at preferential discount rates.

As part of our employee benefits system for asset formation, we have established the Seven & i Employee Shareholding Association. This system allows group employees to purchase shares of Seven & i Holdings, with membership starting from as little as 1,000 yen per unit. Additionally, a 10% incentive is provided to supplement the contribution amount.

Furthermore, we have introduced an optional defined contribution pension plan (optional DC) aimed at supporting employees in building assets after retirement.

Seven & i Holdings is committed to establishing systems that allow employees to choose diverse working styles and find fulfillment in their work.

For example, Ito-Yokado has introduced the "Selective Step Up System" which allows part-time employees to choose their working style. Under this system, part-timers can advance in rank as they express their desire, receive a certain level of evaluation, and acquire sales skills. Additionally, a system has been introduced to promote top-ranked part-time employees to salaried full-time or contract employees. In January 2020, the first store manager who started as a part-time employee was appointed. Since then, many part-time employees have been promoted to positions such as sales floor managers.

Ito-Yokado's Selective Step Up System