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. In FY 2025, we separated the Human Capital Promotion Group into two groups; the Internal Promotion Group and the Store Promotion Group to strengthen the system with the aim of promoting effective measures in the front lines.

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 sympathize with 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,” centered around five core values, throughout the company.

Play

・Pro-actively engages everything with a curious and inquisitive mind
・Flexibly incorporates new rules and systems

Imagine

・Imagines, contemplates, and structurally understands the essence of things from multiple perspectives
・Imagines by utilizing knowledge, experience, and information　

Engage

・Confronts difficulties, the unknown, and situations without clear answers with conviction
・Embraces change without fear and proactively takes on challenges

Create

・Approaches tasks with attention to detail and refuses to compromise
・Improves through sustained action and thought

Respect

・Builds mutually beneficial relationships with others
・Acts with consideration for the greater good

Internships

Goldwin offers internships as one of its educational support activities for university and high school students aspiring to enter the sports or apparel industries. We provide experiences that help young people choose their next path forward by allowing them to experience the real working world through internships at our company having them realize that their work creates the future. At Goldwin, we believe internships bring new energy to our industry and our employees gain new perspectives by interacting with young people.

In FY 2024, a cumulative total of 452 students participated in 20-day internships, where they received practical training in manufacturing and promotion planning.

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 2025, we created a new action plan to further expand opportunities for women’s advancement in the workplace during the three years until FY 2027.

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 2024, 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 2025, there are ten people with disabilities at KAWAGOE and seven people with disabilities at HANNO, who are engaged in growing and processing crops at the farms. Our HR personnel actively participate in operations, provide support and accommodations to staff with disabilities so they can become accustomed to their work and remain employed. Going forward, we will further deepen internal awareness and understanding of these activities and foster a company-wide mindset that recognizes the importance of employing individuals with disabilities.

Initiatives to hire nurses to support employees with disabilities

Goldwin Enterprise Inc. based in Toyama Prefecture employs nurses to provide daily support for its employees with disabilities, creating a workplace where they can work without worries.

Acceptance into internship

In FY 2024, we accepted one individual with disabilities as an intern at a store. Moving forward, we will consider continuing this activity, and we are thinking of collaborating with special needs schools to hire individuals who can work at large stores in the region.

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 FY2024, the number of rehired employees was 139 and the reemployment rate was 94.56%.