Last Updated: 2011.02.28
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Our Basic Principle
Fast Retailing strives to create comfortable workplaces and continuously enhance employee satisfaction. We respect each individual and foster both corporate and personal growth by establishing environments that cultivate personnel into becoming capable of performing innovative work from a global perspective.
Promoting the hiring of persons with disabilities
UNIQLO has been recruiting persons with disabilities since 2001 with the goal of hiring at least one person with disabilities at each store. It is only natural that store staff support an employee with a disability, which thereby promotes overall teamwork. More than 90% of our stores have now hired at least one disabled person, while some locations have hired two or more. These individuals in UNIQLO currently account for 7.19% of our total staff−far higher than the minimum legal requirement in Japan of 1.8%.
We also promote the employment of those with disabilities at each of our Group companies. At GOV retailing, FR and Link Theory Holdings, the employment ratios of persons with disabilities are 3.56%, 1.65% and 1.49%, respectively. We are currently acting to raise this ratio at Group companies where the levels remain below the legal requirement.
Fostering the success of multinational staff
To cultivate a more global business, Fast Retailing has a multinational staff, with individuals employed from over 17 countries and regions including Japan, the United States, the United Kingdom, France, Canada, Russia, China, Korea, Singapore, Thailand, Nepal, Vietnam and Mongolia.
From 2012 we plan to use English at meetings and in e-mail communications within the Group in order to facilitate communication throughout the Group and increase the speed of business. We are in the process of making English the official company language, starting with English education programs for employees.
The Regional Regular Employee Hiring System brings opportunities
UNIQLO introduced its Regional Regular Employee Hiring System in 2007. Regional Regular Employees work within delimited geographical areas and are not subiject to company transfers associated with a standard type of full-time contract used in Japan. UNIQLO provides them with new opportunities to demonstrate their capability as key resources for creating stores that are embraced by local communities and as members of a team that support store managers. We belive the advantages of this system extend beyond the recruitment of outstanding human resources and the ability to stabilize management by offering long-term employment; it also begins to adress the public concern in Japan over employment opportunities by energizing the engagement of young people in the workforce.
