Social
Labor Practices
To keep our employees motivated over the long term, we have set recruitment selection based on an empathy with our corporate philosophy and atmosphere, and we look into not only skills but also values and humanity, such as their aspirations for fashion and our services, how they would contribute to the community, and what kind of people they want to become. In addition, we are improving the environment by examining personnel systems and training based on a fixed-point survey of employees so that they can work in a manner suited to their diverse lifestyles. On the other hand, in order to realize our corporate philosophy, we believe that it is essential for employees to work with fun. To this end, based on the concept of EFM (Employee Friendship Management), we plan and implement measures to build cross-sectional links between employees. We also centrally manage information on employees in the personnel database, and strive to allocate personnel in the right place so that each and every employee can maximize their capabilities.
Creating a Comfortable Working Environment /
Occupational Health and Safety
We are also working on creating an environment that makes it easier for employees to work. For example, the lounge of ”ZOZOBASE” logistics centers have colored and greener interior furniture, creating a space that differs from a typical ordinally warehouse. This reflects the desire of employees working in the warehouse to relax in the breaktime and to cultivate their sensibilities as employees of a fashion company. In the main office, we are implementing a variety of measures to facilitate communication among employees, such as removing partitions between desks and securing enough meeting spaces. In addition, the Safety and Health Committee holds monthly meetings, which are attended by representatives of workers, observers (industrial physicians) and company representatives. The Committee discusses a comfortable working environment led by employees. The subjects cover these by discussing the status of occupational accidents and the working environment at each site, and by checking overtime hours and the amount of work for employees to discuss the appropriateness.
Establishment of Employee Representatives
In accordance with the labor-related laws of Japan, we selected representatives from the employees of each business location who act as employee representatives in deliberating changes to employment regulations and the signing of labor-management agreements with the corporation.
Living wage
Employees are paid wages above the minimum wage standard, which exceeds the standards that comply with relevant laws and regulations in each country. We are also striving to improve the workplace environment, enhance benefits and welfare in light of the conditions surrounding society.
Specific Initiatives to Reduce Overtime Working Hours
We strive to create a pleasant working environment, giving consideration to work-life balance, so that employees are able to fully demonstrate their abilities.
- Calculate a forecast of monthly overtime hours in the middle of each month, and request business coordination from managers if there is a possibility of overtime hours exceeding 45 hours.
- The attendance system will send an alert to managers if overtime hours exceed 30 hours, 45 hours and 60 hours.
- When overtime exceeds 80 hours, interviews will be conducted with an industrial physician and HR division to discuss future measures.
- Introduced RPA to streamline operations.(some divisions)
”ZOZOBASE” Logistics Centers
Since safety assurance is a key issue for "ZOZOBASE", we are working to prevent occupational accidents, ensure the safety and health of employees, and create and promote a comfortable working environment.
Establishment of Safety and Health Committee
We have established Safety and Health Committees at each site to report and confirm occupational accidents, overtime, the number and reasons for absenteeism, the status of necessary qualifications and member lists, hazard indications and corrective actions through patrols, and risk assessment updates. The Safety and Health Committee is heldmonthly as required by law.
Safety and Health Committee Structure
Occupational Safety and Health / Preventing Industrial Accidents
In-house inspection score
Score the safety standards and regularly inspect them to check whether they are met.
Truck berth fall prevention fence
From the viewpoint of safety measures, a prevention fence is installed to prevent falling from the truck berth.
- Truck berth: Space to contact trucks for loading and unloading
Safety awareness poster
Post safety awareness posters with ZOZOBASE concept of Smile Delivery (delivering joy to customers).
Environmental improvement questionnaire
Conduct a questionnaire on the working environment for workers, and make improvements based on the results.
Near-miss questionnaire
Conduct a questionnaire on the experiences of near misses among workers and take measures based on the results.
Heat Stroke Measures (July to September)
Provision of free vending machines
Free vending machines are installed for water, tea, and sports drinks.
Provision of salt candy
Distribution of salt candies that can replenish salt.
Spot cooler installation
In addition to cooling equipment, spot coolers are installed.
List of Training Programs Implemented in Fiscal 2022
| Training Name | Subject Person | Participation rate | Training details | ||||
| Post-employment training for new graduates in business division |
Business division new graduates |
100% | We provide training to promote understanding of our history and culture and the services we operate, and to acquire the knowledge, manners, and business skills that form the foundation of our business people. | ||||
| Post-employment training for new graduates in development & designer division | Development division new graduates Designer division new graduates |
100% | We provide training to promote understanding of our history and culture and the services we operate, and to acquire the knowledge, manners, and business skills that form the foundation of our business people. | ||||
| Study sessions for new section chief | New section chief | 100% | We have provided training to get management skills such as development, evaluation, and management, and mental attitude. | ||||
| Management workshop (twice) | New section chief | 100% / 100% | We conduct monthly workshops to share knowledge about management with the aim of improving management skills. | ||||
| 1on1 training | Managers | 100% | We provide training for the above section chief to improve skills to promote methods of communicating with subordinates and developing skills such as support for problem solving and target achievement in conducting 1on1 with subordinates. | ||||
| E-learning for checking understanding of evaluation guidelines | Managers | 91% | We have provided all employees training to include the purpose of the evaluation system on a variety of topics, how to prepare for it, and how to set goals for further growth of those being evaluated, with the aim of promoting a better understanding of the evaluation system. | ||||
| Communication work by general manager | All general managers | 100% | We have workshops for all general managers with the aim of building communication and sharing views. | ||||
| Secure programming training | Engineers | 82% | We have established a variety of themes, such as security principles, attack principles, countermeasure policies, and sharing on-site know-how, and provided training for all employees to develop with a secure perspective. | ||||
| Information security and cyber security training (twice) | Full-time employees | 67% / 100% | We have established various security-related themes such as data security, data privacy (personal information), and information management and provided training for security operations in accordance with ISMS operations for all employees. | ||||
| Group security month e-learning | Full-time employees | 85% | We have established various themes such as countermeasures, based on actual examples of risks and incidents surrounding daily operations, and provide training for all employees to learn about security risks, incident mechanisms, and risk management. | ||||
| Training on the revised personal information protection law | Full-time employees | 67% | We provided training for all employees to promote their understanding of the personal information protection law. | ||||
| Compliance training | Full-time employees | 100% | We have established a variety of compliance related themes, such as compliance with laws and regulations, anti-corruption, and the elimination of harassment, and provided training for all employees to promote understanding of compliance. | ||||
| Sustainability / SDGs e-learning (twice) | Full-time employees | 87% / 89% | We have provided training on various themes, such as the environment including climate change, waste, biology, natural capital, and society such as human rights and discrimination, DE&I, women empowerment, and social contributions, with the aim of understanding and promoting sustainability for all employees. | ||||
| Intellectual property training | Full-time employees | 89% | We have established a variety of themes, such as basic knowledge of intellectual property, the relationship between a company's business activities and the intellectual property system, the patent system, the design system, and the trademark system, and provided training for all employees to promote understanding of intellectual property. | ||||
| Targeted attack email training | Full-time employees | 100% | We provide training on responding to targeted attack emails for security measures using actual examples of basic knowledge and how to deal with targeted attack emails for all employees. | ||||
| Compliance data security study session | Part time Temporary staff |
89% | We have conducted study sessions on compliance with laws and regulations, anti-corruption, and the elimination of harassment. For Information security, we have set the themes such as data security, data privacy including personal information, and information management. | ||||
| Z sustainability academia (11 times) | ZHD group employees | ‐ | In order to improve the knowledge of sustainability among Group employees and to create an independent mindset to incorporate sustainability into our business, executives in charge of group companies and outside experts hold lecturer study sessions. | ||||
| Z academia female leader class (6 times) | ZHD group employees | ‐ | We have provided training to learn about the mindset skill set team building required for leaders through lectures and talk sessions for group companies and outside female leaders, as well as group work, with the aim of fostering the next generation of female leaders. | ||||
| Z AI academia Z literary AI school (7 times) | ZHD group employees | ‐ | By providing a forum for AI human resources to gather and learn, we promote knowledge-sharing within the group and business collaboration using AI, and we are focusing on developing AI human resources in both areas of literature. | ||||
Benefits and Welfare
We provide an office environment that makes the most of individual characteristics and allows our employees to demonstrate their maximum performance, as well as various systems to improve our technological capabilities.
Benefits and Welfare
Diversity, Equity & Inclusion
We believe that our employees are indispensable and that they are the driving force behind our growth in the future. We believe that personnel with versatile abilities and characteristics will help elevate, develop, and grow the value of our business. Thus, we are instituting diversity and inclusion requirements in our management practices. Furthermore, we are creating systems to support our employees no matter what their gender (including sexual orientation and/or gender identity) or nationality may be, so that every employee may feel as comfortable as possible while working. We believe every employee has equal value, whatever their lifestyle or background.
Women Empowerment
Our employee composition ratio is 41.0% female and 59.0% male (March, 2022).At positions above the manager level, the ratio is 26.4% female (March, 2022, which is higher than domestic average of 12.4% (October, 2020※). In addition, employees who serve as role models, such as executive officers, take the lead in implementing meat-ups. In the future, to promote women's participation and advancement in the workplace, we have formulated and announced our General Employer Action Plan Based on the Act on Promotion of Women's Participation and Advancement in the Workplace.
- Average of women’s manager ratio is based on “Basic Survey of Gender Equality in Employment Management, 2020th” (Ministry of Health, Labor and Welfare)
Employment of the Handicapped
122 handicapped employees (Mar, 2023) are working at ZOZO; they belong to various departments, including our management division, customer support division and merchandize control division. We aim to make our company a place where every employee (with or without handicap) can work easily and in an environment that supports them fully.
Care for LGBTQ
ZOZO's internal guidelines recognize same-sex partners as spouses and offer the same benefits as with heterosexual couples. This enables our employees to receive company benefits, holidays, congratulations and condolences, regardless of the gender of the partner.
Family Short-Time Work System
Since June 2018,we introduced the ”Family short-time work system”, which enables employees to use time reductions when they need support for people and pets who think they are ”family” members.In order to enhance the balance between work and private life, the employees can use the “Family short-time work system” for a maximum of two hours a day in a short period of time. This system is applied not only for childcare and nursing care, but also for the support needed by staff members, such as pets and people living together or someone he or she recognizes as "families" Short hours can be used from units of 30 minutes.
Care for Foreign Nationalities and Religions
We are committed to providing facilities, including rooms for prayer, that appropriately meet the needs of our employees.
Care for Employees' Child-rearing
Within our company, about half of all employees are female, many employees continue working by using maternity and childcare leave. The rate of return to work after maternity and childcare leave※ is extremely high at 97.9% (March,2022).In fiscal 2021, a total of 49 female and male employees took maternity leave and childcare leave before and after maternity. In addition, in the spring when many employees return to work every year, we provide opportunities for them to share and exchange information while on leave. We also host a program called “mama café,” in which they can choose to participate during childcare leave, which offers support related to childcare and work.
- The rate of return to work after maternity and childcare leave (female)＝number of employees who return to work after maternity leave / number of employees who completed maternity leave.
Social Contribution Activities
ZOZO Group is working together with its stakeholders to resolve environmental and social issues by utilizing fashion and technology with the aim of realizing its corporate philosophy of "Inspire the world. Deliver joy every day."
Community Relations
Aiming to "Contribute to sustainable community development," which is one of four Key actions, we are implementing a variety of initiatives in collaboration with everyone, particularly in the regions where we operate.
Comprehensive Collaboration Agreement with Chiba City and Chiba University
In February 2019, we made comprehensive collaboration agreements with Chiba City and Chiba University. The agreement with Chiba City is aimed at promoting collaboration that effectively utilizes the resources and expertise of both parties, enhancing the individuality and attractiveness of the city from both the corporate and administrative perspectives, developing towns that will lead to the future, and further vitalizing the region. The agreement with Chiba University also aims to contribute to local communities by promoting academia and culture and vitalizing local economies through the exchange of human and intellectual resources.
Comprehensive Collaboration Agreement with Chiba City and Chiba University
Participated in the Chiba Entrepreneurship Educational Consortium Seedlings of Chiba, a partnership between industry, academia, and government
We participated in the Chiba Entrepreneurship Educational Consortium Seedlings of Chiba, a partnership between industry, academia, and government. We are working to create opportunities to foster entrepreneurship among children who will lead the next-generation industry.
Comprehensive Collaboration Agreement with Tsukuba City
We concluded an agreement with Tsukuba City, Ibaraki Prefecture, on a comprehensive collaboration agreement related to regional revitalization, support for the next generation, and promotion of SDGs. We will promote the revitalization of local communities and support for the next generation, and aim to contribute to the creation of sustainable communities by implementing initiatives that make use of the resources, know-how, and individuality of both parties in close cooperation.
Educational support
Aiming to "Contribute to sustainable community development," which is one of four key actions, we are providing a variety of educational support for the next generation in collaboration with school organizations centered on the regions where we operate.
On-Demand-Delivery Classes
We conduct on-demand-delivery classes at schools in the regions where we operate. We offer a variety of classes on design, data science, and other topics that take advantage of our culture and business characteristics.
・Implementation of Working Program at Chiba City Tsubakimori Junior High School
・On-Demand-Delivery Class at Elementary and Junior High Schools in Chiba City
・Conducted product planning workshop classes at a junior high school in Chiba City
・On-Demand-Delivery Class by Our Employees at a University in Chiba City
・On-Demand-Delivery Class Held at Senior High School in Chiba City
・"On-Demand-Delivery Class" by ZOZO at junior high schools in Chiba city
・"On-Demand-Delivery Class" by ZOZO at elementary schools in Chiba city
・Participated in the "Honors Program 2021" of Chiba University of Commerce
・On-Demand-Delivery Class to learn about logistics at an elementary school in Chiba City
・On-Demand-Delivery Class of a lecture on data science at a university in Chiba Prefecture
・Lecture on the subject of our company building at a junior high school in Chiba City
・Participated in a Design Workshop sponsored by Chiba University
Career-Education Supplementary Textbook
We introduce our corporate philosophy and the services and businesses we operate with the career-education supplementary textbook distributed to elementary and junior high school students in several cities in Chiba Prefecture. We are working to encourage the next generation to form their careers through our culture and business.
Posted on ZOZO's Work in a Career-Education Supplementary Textbook in Chiba
Training for Teachers
We cooperate in the 10th year of Chiba City's training program for teachers, and provide training for them. In addition to our service and operation experience, we also provide support to teachers who guide the next generation by holding workshops on the themes of their caring thoughts and mindsets.
ZOZO Connection, a special benefit program for community-based employees
ZOZO provides employees with ZOZO Connections, a system of preferential treatment tailored to local communities as an initiative aimed at creating a sustainable community by cooperating with restaurants in the regions where we operate. Employees receive benefits to revitalize their communities by actively using and returning benefits to stores in their bases.
Launched "ZOZO Connection," a Special Benefit Program for Community-based Employees
Square in ZOZO
We have set up a "Square in ZOZO" in the space in our head office, which is free of charge as a place for relaxation to neighbors. It is used by a variety of people, including small children and students, and also is used by providing a place for events held in the local community.
Other Initiatives with Regions
・Launched original coffee that appeal of Nishi-Chiba, where ZOZO is headquartered
・Boxed Lunches produced in Ibaraki Prefecture at ZOZOBASE Tsukuba Logistics Center
・Nishi-Chiba-Made Honey for 2022 New Year’s Greetings
・Comprehensive Collaboration Agreement with Chiba City and Chiba University
・Uniforms Designed by ZOZO for the Boys Volleyball Team in Chiba City
・Acquired Pedestrian Bridge Naming Rights in Nishi-Chiba, where ZOZO Head Office is located
・In 2021, the New Head Office was Designed to Produce a New Year's Celebration
Sponsorship Activities
Through various activities related to sports, we aim to Contribute to sustainable community development, which is one of four Key actions.
ZOZO CHAMPIONSHIP
With the conclusion of sponsorship contracts with the PGA TOUR, the world's leading golf tour management organization, we have been holding the PGA TOUR tournament "ZOZO CHAMPIONSHIP" since autumn 2019, the very first time in Japan, in Chiba, our base region. Through the Games, we aim to realize our corporate philosophy and revitalize local communities by delivering excitement and aspirations around the world with the positive power that sports bring, such as golf that is loved across generations, genders, and borders. We also hold charities and volunteer activities for the next generation through the tournament.
ZOZO CHAMPIONSHIP official website
ZOZOMARINE STADIUM
In December 2016, we acquired the naming rights of Chiba Marine Stadium, which is located in the regions where we operate. The name of the Stadium was changed to the "ZOZOMARINE STADIUM." In collaboration with relevant parties, such as Chiba City and Chiba Lotte Marines, we are planning various plans for regional revitalization.
・Earning the naming rights of the Chiba Marine Stadium, and renaming it to “ZOZO Marine Stadium”.
・Free Distribution at ZOZOMARINE STADIUM of CHIBA Original uniforms ZOZO Production
・Produced ”Crew Uniforms" for ZOZOMARINE STADIUM Staff
ZOZOPARK HONDA FOOTBALL AREA
As a main sponsor of a sports facility which is operated by “HONDA ESTILO Co., Ltd.” (the office which a professional soccer player Keisuke HONDA belongs), the Company acquired the naming rights of the facility. The facility was named "ZOZOPARK HONDA FOOTBALL AREA" to express the hope that it will serve as a starting point for the development of new talents, bringing together a large number of people in a variety of generations, mainly from the local community. We are cooperating with HONDA ESTILO Co., Ltd. in a variety of ways to ensure that visitors to our facilities can enjoy and use our services.
JEF UNITED ICHIHARA CHIBA
Since 2015, we have sponsored JEF UNITED ICHIHARA CHIBA, a professional soccer club based in Chiba, where we operate. With the cooperation of JEF UNITED ICHIHARA CHIBA, we are engaged in the design of uniforms and goods, and are working to revitalize local communities.
ALTILI CHIBA
We are collaborating as a brand partner with professional basketball club, ALTILI CHIBA, which is based in Chiba, where we operate. In addition to selling original ALTILI CHIBA goods in ZOZOTOWN, we announced the commencement of joint initiatives utilizing our proprietary measurement technology, "ZOZOSUIT," together with the managing company Altiri, Inc., and Chiba University. Through this initiative, we will explore the possibilities of utilizing ZOZOSUIT in the sporting field and aim to contribute to Chiba, where the three parties are based together.
Tegevajaro Miyazaki
We have concluded a Club Vision Promotion Partnership with Tegevajaro Miyazaki, a professional soccer team based in Miyazaki City, where we have our office. We are striving to revitalize local communities mainly through staff at our Miyazaki office, including support for the Academy, which is mainly composed of middle and high school students, and various regional and various measures.
Club Vision Promotion Partnership Agreement with Tegevajaro Miyazaki
Donation / Support / Volunteer
Aiming to "Contribute to sustainable community development," which is one of four Key actions, we provide support activities such as donations and volunteers for various events such as disasters.
Disaster Support
We provide various types of reconstruction assistance, including donations, material support, and sponsorship, to help restore the environment to which many people suffer as soon as possible due to disasters and man-made disasters.
・Full donation of sales proceeds from Ukrainian humanitarian charity T-shirts
・Sponsored and first participated in "TOUR de TOHOKU"
・Joined SEMA, an Emergency-Disaster Response Alliance
・Received Medal with Dark Blue Ribbon for Reconstruction Assistance after Typhoon Damage
・July 2018, 2018 : Donations to Okayama, Hiroshima and Ehime Prefectures
・Donated 1% of 10-day ZOZOTOWN sales to support the reconstruction after the 2016 Kumamoto Earthquake
・Donated 5% of 4-day ZOZOTOWN sales to support reconstruction from the 2015 Nepalese Earthquake
・2003 Iraq War Charity T-Shirt Sales Total Donation
Support for child-care facilities
We cooperate with child care facilities located in Chiba City as part of our support for the next generation of children. We engage in exchanges, such as participating in events held within facilities, with the aim of engaging in activities that can support children living in various facilities.
Cooperation with special support schools
We cooperate with special support schools as an initiative to employ people with disabilities. Logistics centers ZOZOBASE have many employees with disabilities, and many are hired through collaboration with local support agencies and special support schools. In addition to employment, we plan and implement a variety of initiatives in collaboration.
Collaboration with NPO Organizations
Through the PGA TOUR tournament "ZOZO CHAMPIONSHIP," we cooperate with NPO organizations to conduct donation activities.
・PGA TOUR "ZOZO CHAMPIONSHIP 2021" charity and volunteers
Volunteer
We conduct a variety of volunteer activities through our business with the aim of "Contribute to sustainable community development," which is one of four Key actions.
・PGA TOUR "ZOZO CHAMPIONSHIP 2021" charity and volunteers
・Cleanup Activities around ZOZOBASE Tsukuba Logistics Centers
・Established Sustainable Club, a club that engages in sustainable activities and volunteer activities.
・Participated in a Plogging Event held in Omotesando, Shibuya in Tokyo, to pick up Trash cleanup while Jogging.
Community Investment
We consider materiality "Sustainable community development" is an issue, and we are promoting and investing in regional revitalization from the perspectives of both business activities and social contributions, with "Contribute to sustainable community development" which is one of four Key actions.
|
Name of organization and candidate |
Details |
FY2021 Amount of investment |
||||
|
(NPO) ADRA Japan |
Full donation of sales proceeds from Ukrainian humanitarian charity T-shirts |
283,715,060 yen | ||||
|
Chiba Prefecture Superintendent of Education |
Donations through PGA TOUR tournament "ZOZO CHAMPIONSHIP" |
1,450,000 yen | ||||
Improving Service Quality
We cooperate with special support schools as an initiative to employ people with disabilities. Logistics centers ZOZOBASE have many employees with disabilities, and many are hired through collaboration with local support agencies and special support schools. In addition to employment, we plan and implement a variety of initiatives in collaboration.
Sales of the Breads Manufactured by Students of Special-Needs Schools at ZOZOBASE Logistics Center
We aim to further improve customer satisfaction by providing high-quality, safe, and reliable products and services.
Product Management and Packaging
In order to keep our brands' valuable products in custody and meet the expectations of customers who purchase them, we constantly check staff management, work procedures, and flow as needed, maintain our quality as stipulated, and further improve quality.
Utilizing Customer Feedback
Based on the philosophy of "becoming friends with customers," ZOZOTOWN Customer Support Center listens carefully to the voice of customers with a hope to realize the philosophy. In recognition of this customer support operation, in March 2022 we became the first in the apparel industry to obtain the highest rating, the Five-Star Certification, for the HDI Five-Star Certification Program for HDI-Japan, which evaluates center operations, for the third consecutive time (*).Customers’ comments are visualized and analyzed by an analytical team within ZOZOTOWN Customer Support Center. The analysis results lead to improvements in response quality and FAQ, and self-resolution through AI Chat BOT, and we strive to improve response quality and convenience. In addition, important information is reported to the divisions in charge and senior management, and improvement activities are promoted primarily based on customer opinions.
※The certification is valid for two years, we undergo audits every two years, and we have obtained "5 Star Certification" three times in a row since 2017.