GENDER
We have implemented reforms in our personnel system, among other measures, so that employees can choose work styles that match their life stage, and to help develop careers that make full use of individuals’ strengths. We will continue to introduce new systems and promote the career development of each employee through assignments to new roles or departments based on their career plans.
Gender in numbers
（as at end of March 2023）Fast Retailing Group aims to achieve a female ratio of 50% for all managers by the end of fiscal 2030 at the latest.
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Percentage of women among regular employees
0%
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Percentage of women in managerial positions*1*2
0%
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Percentage of women among new graduates （Regular employees in Japan）
0%
*1 Management positions include block leaders, area managers, and store managers above a certain grade and (sales), and corporate officers, general managers, and leaders (head office).
*2 Data on the ratio of female managers has been verified by SGS Japan Co., Ltd. to ensure reliability.
Career support initiatives
To support career development for women at Fast Retailing, regular sessions are offered in which female executives share their real-life experiences, such as the opportunities and challenges they have faced in their careers, and how they have balanced their personal lives and life events.
In addition, the following initiatives have also been implemented;
- ・Women's Direct Meetings (UNIQLO): An opportunity for UNIQLO’s female store and business managers to engage with outside experts to share insights
- ・"Waikiki (Wakuwaku Iki-iki) Project" (GU): A project that brings together female employees with children for mutual support and information sharing
- ・Career Support Program (Fast Retailing/UNIQLO): A development program for female management candidates
- ・Unconscious Bias Training (Fast Retailing): A program for management and female management candidates to eliminate unconscious biases
Women network organization
Global Headquarters in Japan has formed a “Women Network Organization” by volunteers to share information on childbirth and childcare and to reflect the opinions from female employees in the company’s personnel systems. The group conducts various activities and sessions for employees who are returning from childcare leave.
