Last Updated: 2008.02.26
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Employment Opportunities for Persons with Disabilities
In 2001, UNIQLO established a goal of hiring at least one individual with a disability at each store. At the end of June 2007, these individuals accounted for 7.43% of our total workforce, far above the legally mandated minimum of 1.8%. Hiring individuals with disabilities also promotes awareness of the importance of teamwork and helping one another at stores. Although we continue to grow rapidly, UNIQLO continues to work toward the goal of having at least one physically or mentally challenged employee at every store.
Prime Ministerial Commendation for Contributions to the "Challenge Again"
(June 26, 2007)
Support Carrer Opportunities for Women
UNIQLO has two programs to be certain that the company makes full use of the capabilities of female workers, whether at stores or administrative offices: the Female Store Manager Project and the People Development Team. Although women now account for only a small percentage of store and administrative managers, these two recently launched programs are expected to begin producing results in the coming years.
The Female Store Manager Project
About 20% of UNIQLO store managers are women. Adopting a long-term view of career development, we have systems that allow women to advance in our organization while providing flexibility for them to meet family and other personal obligations. For instance, after marriage, we fix job relocations and working hours, and allow flexible time off to match each individual's needs to the greatest extent possible. The UNIQLO Intranet distributes style, an e-zine that introduces our female workers throughout Japan. In addition, we hold a Women's Forum on a regular basis to focus on career themes; male managers participate in these discussions and seminars, which help to promote a greater understanding of women's needs and goals.
Career Development
We established the Women's Career Promotion Department in 2004 to serve women working at our head office. Among the department's many activities are training programs for male supervisors and career seminars for women. In 2007, the department was renamed the People Development Team. Now responsible for all aspects of diversity, this team is working even harder on specific measures to achieve its goals.
