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A Positive Work Environment

Last Updated: 2020.07.31
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Fast Retailing strives to offer a healthy and safe work environment for every employee. We believe positive work environments raise employee motivation. The Fast Retailing code of conduct states, "We shall not commit a wrongful act or act in bad faith at work and shall maintain a safe working environment."

Occupational Health and Safety Initiatives

Fast Retailing has more than 60 occupational health physicians under contract throughout Japan to provide safe and healthy workplaces for our employees. We have also established Fast Retailing Wellness Centers in four locations in Japan. These centers encourage employees to receive health checkups and provide ongoing education and information related to physical and mental health. These centers also offer counseling opportunities from professional counselors, health consultation services conducted by public health nurses and counselors, and support for return-to-work employees. Employees in Japan also have access to regular stress checks. In addition, we conduct mental health training for new store and area managers as well as leaders in sales department, and provide occupational safety and health training to store personnel. Every month, internal health specialists across our businesses, Wellness Centers, and our occupational health physicians meet in the Labor Health and Safety Committee. Here, members discuss solutions to questions about health management, and employee physical and mental well-being.

Roppongi Head Office Wellness Center

Stronger Measures to Prevent Workplace Accidents

Fast Retailing strives to prevent workplace accidents. We provide regular training on occupational accident prevention measures centered on new store managers and area managers and conduct online education for health managers and health promoters at each store in Japan. Many workplace accidents in our business involve stepladders used in stores or injuries when moving fixtures to change floor layouts. To prevent these types of accidents, we use photos and video to illustrate the correct use of stepladders. Risk of accidents involving sewing machines (hemming trousers, etc.) also exists. Here, we work to prevent accidents by providing regular training about the correct use of sewing machines and discuss types of potential accidents. In addition, we are strengthening measures to prevent work-related accidents by sharing a case report of potential accident risks among store staff and establishing a system for prompt reporting from our stores to the headquarters.

Fast Retailing strives to address workplace accidents through the above-mentioned activities and to reduce the Lost-Time Injury Frequency Rate (LTIFR) and Occupational Illness Frequency Rate (OIFR).

Lost-Time Injury Frequency Rate (LTIFR) (Fast Retailing Group in Japan)

(the number of lost-time injuries occurring in a workplace per million hours worked) *1

Fiscal 2019*2
Employees 0.87

Occupational Illness Frequency Rate (OIFR) (Fast Retailing Group in Japan)

(the number of work-related illness cases per million hours worked)*1

Fiscal 2019*2
Employees 0

*1 For both LTIFR and OIFR, the rate of accidents resulting in lost work time and illness on four days or more of absence is assumed.
*2 LTIFR / OIFR data has been verified by SGS Japan Co., Ltd. to ensure reliability.

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Creating Jobs Around the World

Fast Retailing employs 137,281 employees worldwide (as of August 2019). In recruitment activities we comply with local legislation and prohibit child labor, forced labor and compulsory labor. We prevent child labor by thoroughly checking the person's age at time of employment. In order to prevent forced labor, Fast Retailing does not retain any important staff personal documents such as passports, restrict the freedom of movement of staff, or require staff to stay at or pay for accommodation owned or controlled by Fast Retailing. In addition, we stipulate appropriate wage and benefit calculation in our pay requirements for staff based on local standards and legislation covering issues such as minimum wages.

Fair Performance Evaluations and Compensation

Fair Salary Structure

Fast Retailing ensures employees wage payments are made in full on-time and that legitimate deductions are indicated on pay slips.

Fair Performance Evaluations

Fast Retailing has adopted a fair and standardized global employee performance evaluation and compensation system. We have also adopted a grading system that defines the skills and requirements necessary for each position. A standard evaluation guideline, introduced in fiscal 2015, helps us avoid national, regional, or organizational bias.

Under these systems, Fast Retailing employees receive compensation (basic pay, bonuses, promotions) according to their performance. Our employees meet with superiors twice annually to set goals. Superiors provide performance evaluations and feedback to employees every six months, and the results of these sessions affect promotions and bonuses. To ensure fairness, managers from other departments also participate in an employee's performance evaluation. In October 2017, we added a 360-degree evaluation system that incorporates feedback from the employee's co-workers, subordinates, co-workers from other departments, and others.

Benefits and Defined Contribution Pension Plan

Fast Retailing offers a variety of benefits to our employees. In addition to a full range of insurance (health, pension, workplace accident, unemployment), we offer an employee stock ownership plan, employee discounts, employee housing, and a number of different regional allowances. Fast Retailing Group employees in Japan may participate in the Fast Retailing 401(k) plan, a defined contribution pension plan.

Reducing Working Hours

Fast Retailing respects international standards and national laws and regulations concerning maximum working hours, minimum breaks and rest periods. Team leaders in each division manage employees' working hours on a monthly basis. Fast Retailing pursues work styles that do not rely on overtime.

Monitoring and Corrective actions for Work-Hour Reduction at the Fast Retailing Group in Japan

  • Strengthening management supervision of overtime by requiring consistent clocking in/out.
  • Roppongi Head Office to turn office lights out at 6:00 PM to encourage employees to return home.
  • Turning office lights out at 6:00 PM at Roppongi Head Office and Ariake Office to encourage employees to return home.
  • Human Resources Department monitors individual employee working hours and time off at each department on a quarterly basis. Human Resources Division and Wellness Centers meet with employees (and their superiors) who chronically record excessive work hours, taking steps to reduce time worked. Supervisors are required to take and report action to review workload or re-prioritize tasks for employees with excessive work hours.
  • Wellness Centers and Human Resource division conducts work style surveys and stress checks to identify any issues in working hours.

Improving Employee Satisfaction

Fast Retailing strives to create work environments and a culture that enables employees to grow and contribute over many years. Since January 2019, Fast Retailing has conducted employee satisfaction surveys to cover all companies in the Group as one measure to improve satisfaction.

Initiatives to Improve Employee Satisfaction

  • Recognition for years of service: Employees receive recognition for years of service for every10, 20, and 30 years of employment.
  • Special awards: Individuals and departments who deliver outstanding results receive special awards and recognition.
  • Family Day: Each year the Fast Retailing Group holds a special event for families and employees at the Yamaguchi headquarters and Ariake office.
  • Benefit packages: The Fast Retailing Group Health Insurance Organization in Japan offers benefits to employees that include discounts for fitness club memberships, amusement parks, etc.

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