Seven & i Group is building an organization in which diverse human resources are motivated to demonstrate their abilities and in which the company and employees can grow together by strengthening the linkage between management strategy and human resource policy. Employees with a diverse range of attributes, experience, and knowledge work at each of the Group's workplaces. Seven & i Holdings supports the activities of this diverse workforce and strives to build work environments that enable employees to work with satisfaction. We also recognize that such an approach leads to improved productivity and the securing of human resources and in turn to the improvement of customer satisfaction and generation of innovation, as well enhancing our competitiveness.

To promote DEI, Seven & i Holdings established the Diversity Promotion Project in 2012 and set five targets, including for the ratio of female managers. Thus, after establishing the promotion structure in FY2012, we have pursued various initiatives, such as those for the empowerment of women, a revision of personnel system operations, as well as initiatives to raise the awareness of management-level employees, support the balancing of work and family care responsibilities, and promote understanding of LGBTQ+ issues. To strengthen our DEI activities, and especially initiatives relating to the promotion of the activities of women, in May 2021 we joined the 30% Club Japan and set a new target of raising the ratio of female executive officers to 30% by the end of February 2026. At the same time, we have also reviewed working formats for greater productivity, focusing on rectifying long working hours, which have been a barrier to the further advancement of diverse human resources, and on achieving employee work-life balance.

1．Ratio of female executive officers: Raise to 30% (by the end of February 2026) ^*1

　  Ratio of female managers: Raise to 30% (by the end of February 2026)^*2

2．Encourage male employees to participate in housework and childcare

3．Eliminate retirements resulting from need to provide family care

4．Promote normalization

5．Encourage understanding of LGBTQ+

*1　Totals are for four companies: Seven & i Holdings, Seven-Eleven Japan, Ito-Yokado, and York-Benimaru

*2　Totals are for eight companies: Seven & i Holdings, Seven-Eleven Japan, Ito-Yokado, York-Benimaru, Akachan Honpo, Seven & i Food Systems, THE LOFT, and Seven Bank

Based on the commitment of top management, Seven & i Holdings established the "Seven & i Group DEI Promotion Project" (initially the Diversity Promotion Project) within the Corporate Ethics and Culture Subcommittee under the Sustainability Committee in 2012. This project is responsible for formulating policies for the group's DEI promotion activities, planning and executing cross-group initiatives, and setting individual goals tailored to the characteristics of each group company. Since 2022, the group companies have set target values for metrics such as the ratio of female hires and registrations, and the ratio of female managers. They have also started using action plan sheets to regularly check achievements, progress, and challenges. Additionally, the DEI Promotion Liaison Meeting, which gathers diversity promotion officers from the nine major group companies, is held regularly to share the group's DEI policies, the progress and challenges of each company's promotion activities, and to horizontally deploy best practices across the group.

Since 2023, DEI Information Sharing Meetings have also been held to strengthen collaboration among HR and DEI administrative personnel within the group companies. The content of these activities is regularly reported to the Corporate Ethics and Culture Subcommittee, which gathers HR managers from each group company, and the Sustainability Committee, which includes the presidents of each group company, aiming to permeate and materialize DEI activities throughout the entire group.

Seven & i Holdings continues to undertake initiatives that support women’s career development as part of positive action. As a recent initiative, in 2021 we launched the Women Encouragement Seminar to provide Group-wide training aimed at fostering female manager candidates. Female employees from about 20 Group companies take part in the seminar.

During this seminar, the president and other members of management speak on such topics as the Group’s management policy and philosophy, and convey messages of support to participants, who subsequently discuss these with their fellow participants. Holding the seminar in an entirely online format allows participation from all regions of Japan, regardless of area, and female employees working shorter hours due to childcare responsibilities can also participate. This initiative, whereby participants hear accounts from perspectives and frames of reference differing from those encountered in their everyday work serves as an opportunity to enhance their desire for growth. At the same time, the discussions among fellow employees with diverse academic and career backgrounds and jobs serve as an opportunity for participants to think about their own careers, with the copious feedback received including such comments as “I was encouraged by the words of women working in the same Group” and “I was inspired.”

In addition, we launched Women Leader Empowerment Sessions as a means to promote appointments of female executive officers from 2022. At these sessions, which target female management employees as executive officer candidates, we reinforce the type of leadership that suits each individual, empowering these women for future growth and challenges. Another goal is to forge connections between attendees.

Seven & i Group is working to promote women and further bolster personnel training to meet the goal of a 30% ratio of female managers, one of our targets for diversity promotion. As of the end of February 2024, the ratio of female managers is 35.3% at the Team leader level and 27.3% at the section manager level. There has also been progress in changing awareness, and there are now many managers playing an active part while raising children, as well as those who participate in the short working hours program. We are continuing to nurture and promote women at the Group companies through training for managers and executive candidates and the sharing of career plans with supervisors during individual meetings.

General Employers Action Plan pursuant to the Act on the Promotion of Women’s Participation and Advancement in the Workplace (in Japanese)

Seven & i Holdings has no gender gap in its personnel system, and in its wage program, compensation reflects the role and contribution of each individual regardless of gender. However, the average age and percentage of management positions at each group company are higher for men than for women, and more women choose to work shorter hours or work in limited regions in order to balance work and family life, such as childcare. In order to eliminate the differences, we are continuing our efforts to create a comfortable working environment for employees by encouraging male employees to take childcare leave and reducing long working hours, as well as to support and develop the careers of female employees and actively promote them to management positions.　

Seven & i Group is working to foster a culture where women and other diverse human resources can play active roles by conducting community activities and training targeting various levels within the Group.

Seven & i Holdings has continued to hold the DEI Seminars since 2014 as a Group-wide initiative to emphasize the importance of diversity, equity, and inclusion and to raise awareness on the management of diverse human resources. At the outset, these seminars primarily targeted people in management positions, but were later expanded to include other employees. As of 2021, they have also been offered online. A cumulative total of 7,100 people from all Group companies had participated in the seminars up to the end of February 2024. Seminars led by outside lecturers, covering themes including diversifying work styles, unconscious bias, organizational development, and leadership have been held to date, to provide the opportunity for participants to think about diversity from a number of different perspectives. We have established a section on our internal site to showcase information on advancement of DEI, which is intended to facilitate regular awareness-raising initiatives.

At our Group companies, we are promoting understanding among managers of the significance of DEI as well as a diverse array of work styles, including balancing work with childcare and family care responsibilities to further train managers to make good use of their diverse human resources. For example, starting in 2021 Seven-Eleven Japan has been inviting outside lecturers to begin training on the subjects of diversity and unconscious bias with the goal of encouraging understanding among managers. It has also been providing training for managers since July 2021 on normalization support. This aimed at creating opportunities to deepen managers' understanding of colleagues and subordinates with disabilities and to learn about how to deal with customers who have disabilities or cognitive impairments.

In its level-based executive training, Ito-Yokado is implementing sessions on the management of diverse subordinates, including the importance of workplaces where diverse employees can apply themselves, the understanding of programs for supporting the balance between childcare and family care with work, and the evaluation of employees in the short working hours program.

Seven & i Holdings revised the Corporate Action Guidelines in 2016, to expressly specify the “Forbidding of Discrimination Due to Sexual Orientation or Sexual Identity.” A variety of educational and awareness-raising activities aimed at promoting understanding of LGBTQ+ issues are also ongoing. These include the hosting of seminars for Group company employees and the production of a booklet with basic information on LGBTQ+ issues.

In March 2024, Seven & i Holdings and Seven-Eleven Japan instituted a partnership system that provides same-sex partners with the same celebratory/bereavement and vacation benefits as those of straight couples. In addition, as of 2024, the Chief Human Resource Officer (CHRO) at Seven & i Holdings and the leader of Seven & i Group DEI Promotion Project became supporters of the “Pride 1000,” an ally network of corporate management.

Seven & i Group companies have a system for rehiring employees after mandatory retirement, providing an opportunity for experienced workers to use their skills and abilities.

For example, in response to employees who wish to continue working after retirement, Ito-Yokado introduced the "Reemployment System after Retirement" in 1995, which allows employment to be extended until the age of 65. The system is designed to accommodate diverse working styles, allowing employees to choose from three different patterns of working days and hours based on their preferences. In April 2006, a system was introduced that allows part-timers to work until the age of 65, with 9,100 senior part-timers currently active. Furthermore, in May 2017, the system was expanded to allow employment to continue until the age of 70. Additionally, 1,078 foreign employees are also actively working.

Amid the low birthrate, aging of society, and shrinking working-age population, Seven-Eleven Japan is creating employment opportunities for seniors who want to work. For seniors recruited by stores, including franchised stores, head office instructors give careful and considerate explanations of how to handle equipment and deal with customers to allay their fears about operating the cash registers. The ratio of employees of non-Japanese nationality working at stores, including franchised stores, is also increasing. As of September 2020, we have implemented a program known as our “Hospitality Training,” which provides lectures to foreign students and other non-Japanese employees on the basics of Japanese culture and customer service.

The Seven & i Group has long actively promoted overseas employees to local management positions. Our new Medium-term Management Plan announced in July 2021 calls for the strengthening of global strategies, leading us to hire external personnel with the specialized knowledge and experience (experienced personnel). Further, in response to changes in labor markets occurring in tandem with rapid social developments, our Group companies are revising current personnel systems to enable a diverse array of employees to appropriately utilize their knowledge and experience in any given situation.

The Seven & i Group works to create an environment where our diverse range of employees of various backgrounds, regardless of their nationality or initial employment status (new graduate or mid-career hire), etc., can demonstrate their abilities. We evaluate their abilities and achievements fairly and promote them to management positions where appropriate.

Seven & i Holdings is assisting people with disabilities to demonstrate their abilities at their workplaces based on its commitment. Providing an environment where everyone can play an active role, each Group company consults with employees with disabilities to determine the workplaces, jobs and working hours that are suitable in consideration of the level and details of their disability and their own preferences. In this way, people with disabilities work in various divisions.

In recruitment, we coordinate with special-needs schools to provide onsite training in stores and participate in job interviews organized by local employment agencies and partner with vocational schools. Furthermore, all Group companies are provided with the Seven & i Holdings Normalization Support Guide, which contains basic knowledge and practical recruitment methods when employing people with disabilities, to ensure that all recruitment and training personnel of the Group companies understand disabilities and that they considerate to employees with disabilities.

In 1994, Terube, Ltd. was established with joint funding of five companies (Seven & i Holdings, Seven-Eleven Japan, Ito-Yokado, York-Benimaru, and Seven & i Food Systems) and the city of Kitami in Hokkaido. Terube is a special subsidiary founded to promote the employment of people with severe disabilities. As of June 1, 2024, Terube employed 20 people with disabilities, and the Group's employment rate of people with disabilities*, including Terube, was 3.26%. The target for the fiscal year ending February 28, 2025, is for all Group operating companies to meet the statutory employment rate for people with disabilities.

In recognition of its efforts in the 23 years since its founding to practice normalization with the aim of creating workplace environments amenable to people with disabilities, Terube became the commemorative first company to be certified as the Employer Promoting the Active Roles of Persons with Disabilities in 2017, the first year that certifications were issued by the Japan Association of Employers of Persons with Disabilities.

Seven-Eleven Japan conducts employment support training in some areas involving “Seven-Eleven Work Experience,” “Customer Relations Training,” and “Classes on Learning from Graduates to Prepare to Become a Working Adult” for teachers and students at special-needs schools as part of its support for the employment of people with disabilities in collaboration with administrative authorities throughout Japan.

Seven-Eleven Japan promotes the acquisition of qualifications specified by the Ministry of Health, Labour and Welfare under the "Act on Employment Promotion, etc. of Persons with Disabilities" as a measure to retain employees with disabilities in the workplace. Various initiatives have been promoted, with 95 employees having been certified as “Employment Counselors for People with Disabilities” and 22 employees certified as “Job Coaches (in-house workplace adjustment supporters)” as of the end of February 2024. These job coaches (in-house workplace adjustment supporters) with specialized knowledge provide training on how to support oneself in daily life and on how to behave as a working adult, conduct interviews over the internet, they have been endeavoring to create great places to work.

In addition, the company has introduced a voice-recognition system that can allow hearing-impaired employees to participate in remote meetings, and it is striving to create an environment where communications among all employees will be smooth. In October 2022, the company received the Governor of Tokyo Award in the Excellent Company Awards for Employment of Persons with Disabilities presented by the Tokyo Metropolitan Government, in recognition of this series of initiatives.

Seven & i Holdings has established specific targets for promoting the active role of women, and the entire Group has worked together to make progress on the targets. The Group’s initiatives and the proactive appointment of female managers have received high recognition by outside parties.

Major recognition by outside parties

The Seven & i Group companies have been recognized as excellent companies for promoting women's participation and advancement based on the Act on Promotion of Women's Participation and Advancement in the Workplace, and have obtained the "Eruboshi" certification. Seven & i Holdings, Ito-Yokado, Seven Bank, Seven Card Service, and Seven Financial Service have obtained the "Eruboshi" third level certification, while Seven-Eleven Japan, Seven & i Food Systems, and Akachan Honpo have obtained the second level certification (as of the end of February 2024).