Employment and Diversity Sustainability

At Goldwin, we believe in respecting the unique characteristics of individuals by accepting their different ways of living, working, and thinking. We have defined this way of thinking in the Goldwin Group Policy on Human Rights, and are working to secure diverse human capital with zero discrimination based on sex, nationality, ethnicity, ability or disability, sexual orientation, or other characteristics.

Our transition to a job-type HR system in FY 2022 enabled us to operate our HR system with greater fairness, impartiality, and transparency regardless of how long the employee has worked at Goldwin, their age, or whether they joined Goldwin straight from school or mid-career. We will strive to create an environment in which diverse human capital can utilize their own abilities and experience and make contributions. In FY 2024, we set up the new Human Capital Promotion Group in the Human Resources Department to strengthen measures for human capital management, women’s advancement in the workplace, promotion of diversity, and human resource development.

Approaches to Ensuring Diversity

The diverse experiences and backgrounds of each employee are what drive the support and growth of our business. In order to achieve sustainable growth and improve corporate value, we believe that it is important to respect the diverse viewpoints and values of our employees, and we actively recruit people with different experiences, skills, and careers, while actively promoting them to core positions, such as managers, area managers, and store managers, without distinction as to whether they are women, non-Japanese, or mid-career hires. We will promote initiatives steadily while establishing specific targets and KPIs and communicating their progress both internally and externally. In new graduate recruitment, we are also proceeding to hire globally minded personnel, and we are securing and developing human resources who can lead our expansion of business overseas.

Recruitment Policy

In terms of our recruitment policy, we are looking for a wide range of colleagues who share our values, regardless of gender, nationality, and disability and whether they are a new graduate hire or mid-career hire. “Even amid an uncertain business environment, develop and secure professional human capital to enable sustainable company growth”: having established this as our Basic Policy of Human Capital, to achieve this, we share our “model human resource” throughout the company. Recognizing that these model human resources are the human capital that underpins our corporate value, we are engaged in various measures to maximize them.

Model HR

At Goldwin, amid our push to create a company atmosphere and conditions that allow all employees to fully unleash their potential, we are committed to promoting women’s advancement in the workplace. In promoting women’s advancement in the workplace, we recognize the issue of a gender gap in terms of aspiring for higher positions. In addition to improving the ratio of women in managerial positions, we are working toward our priority goal of actively promoting women to leadership positions, area managers and store managers, which in turn become candidates for management positions. In addition, through the development of employee-friendly workplaces, we are promoting flexible work styles so that employees can return to full-time work after taking childcare leave.

Action Plan for Women’s Advancement in the Workplace

We established an action plan in 2020 based on the Act on the Promotion of Women’s Active Engagement in Professional Life. In FY 2021, we conducted informational interviews based on the work–life balance sheet with women employees who are raising children. As of March 2022, 100% of women employees had taken the interview.

In FY 2022, we created a new action plan to further expand opportunities for women’s advancement in the workplace during the three years until FY 2024. We are making additional environmental improvements based on the following three targets.

We aim to realize an inclusive society where diverse human capital can make contributions regardless of handicapped status. We are working to improve workplace environments so that employees with disabilities have flexibility and can continue working according to the circumstances of their disability. In FY 2023, 2.31% of our employees had a disability.

We plan to develop workspaces including at stores and expand employment of people with disabilities. As the groundwork for this, we are holding trainings for managers in phases to build understanding for employing people with disabilities.

GOLDWIN KAWAGOE FARM and GOLDWIN HANNO FARM Initiatives

With the aim of realizing fulfilling lifestyles through sports and contributing to the development of society, at Goldwin, we are committed to the employment and retention of people with disabilities. As part of these initiatives, we opened GOLDWIN KAWAGOE FARM in Kawagoe City and GOLDWIN HANNO FARM in Hanno City, Saitama Prefecture, leveraging the IBUKI service developed by Startline Co., Ltd. providing employment support in indoor farming to people with disabilities. As of March 2024,, there are eight people with disabilities at KAWAGOE and seven people with disabilities at HANNO, who are engaged in growing and processing crops at the farms. At work, staff members wear uniforms made at NEUTRALWORKS. and feel a sense of unity as employees of Goldwin Group. The herbs produced at the farms are served as herb tea at the Tokyo Head Office. They are also used as novelty items at various events and at NEUTRALWORKS, and in dishes served at the GOLF CLUB GOLDWIN restaurant and at cafes attached to directly managed stores. Our human resources staff actively participate in the operation of the farms, providing support and assistance so that employees with disabilities can become get used to their work and remain in their jobs. Going forward, we will promote greater awareness and understanding of these activities within the company, and heighten awareness among employees of the importance of employing people with disabilities.

Amid a declining labor force, society as a whole needs to create an environment in which many people can continue to actively work for a long time, regardless of their age. At Goldwin, we have established a reemployment program for older workers, rehiring any employees who reach the age of retirement but want to keep working from the end of the fiscal year in which they turn 60 until the end of the fiscal year in which they turn 65. In FY 2023, the number of rehired employees was 100 and the reemployment rate was 70.9%.