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.
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.
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.
Prevent the Spread of the COVID-19
- Obligatory wearing of masks
- Indispensable principle of hand washing and gargling
- Prohibition of use of hand dryers in toilets
- Installation of Rest Room Disinfecting Solution
- Posting Posters to Stimulate Infectious Prevention
- Morning body temperature and physical condition check
- Break time diversification
- Increase in flights of employee-only buses and ventilation and sanitation of buses
- Sterilization of elevators, lockers, and break rooms
- Sterilization of various warehouse furniture and fixtures
- Alignment to prevent congestion at bus stops and security gates
- Maintenance of elevator waiting arrangement
- Expansion of restrooms to prevent congestion
- Cancellation of morning and final meetings face-to-face
- Installation of partitions on workbenches and employee desks
- Recommendations for teleworking in all the feasible departments
List of Training Programs Implemented in Fiscal 2021
|Training Name||Participation rate||Subject Person||Training type|
|Security training||‐||Full-Time Employees||E-earning Training|
|Mental health training||‐||Full-Time Employees||E-earning Training|
|ESG training (twice)||
|Full-Time Employees||E-earning Training|
|Compliance training (twice)※1||92.6％※2||All Employees||E-earning Training|
|ISMS training||100%||All Employees||E-earning Training|
|Compliance/ISMS training||-||Employees hired in fiscal 2021||E-earning Training|
|Post-employment training for new graduates||100%||Employees hired in fiscal 2021||Online Training|
|Training for new graduates six months after their assignment||100%||Employees hired in fiscal 2021||Online Training|
|Line-care training on mental health||-||Managers or above||Online Training|
|Management training for business division directors (four times)||100%||Directors of business division||Online Training|
|Z AI Academia Z humanities AI School (7 times in total)||-||ZHD Group employees||Online Training|
|Z AI Academia Case Study Committee (6 times in total)||-||ZHD Group employees||Online Training|
|Z Academia Women Leaders Class (6 times in total)||-||ZHD Group employees||Online Training|
- Implementation for part-time, contract, and temporary staff once a year
- For test implementation, only full-time employees
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.
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
63 handicapped employees (June, 2021) 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."
In Chiba Prefecture, where we are based for many years, we are working together with local residents to make a variety of efforts to contribute to the development of the area.
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.
Initiatives with School Organizations
As an instructor of the "On-Demand-Delivery Class" sponsored by the Chiba City Board of Education, our employees conducted classes at elementary and junior high schools in Chiba City.
Benefit Program for Community-Based Employees
This is an in-house system aimed at contributing to regional vitalization by encouraging areas where we have bases.
We actively participate in community-based events, such as sponsoring the annual firework festival, Makuhari Beach Festa, working with Chiba City Zoological Park, activity in the Makuhari area.
- Currently, we are not doing this due to the COVID-19.
Through a variety of sports-related activities, we aim to deliver impressions and aspirations to all over the world and realize our corporate philosophy of "Inspire the world. Deliver joy every day."
With the conclusion of sponsorship contracts with the PGA TOUR, the world's leading golf tour management organization, we have been holding PGA TOUR tournament "ZOZO CHAMPIONSHIP" since autumn 2019, very first time in Japan. By combining golf and fashion, we host unprecedented tournaments in the world to support golf, sports that go beyond generation, gender national borders.
From the acquisition of the naming rights of Chiba Marine Stadium, its name has been changed to “ZOZOMARINE STADIUM” from December 1, 2016. The name was given by the combination of “ZOZOTOWN” the fashion e-commerce website the Company operates, and “Marine” the name which is very familiar to local residents. Since then, we have worked with Chiba City and the Chiba Lotte Marines to carry out projects, such as producing uniforms for ZOZOMARINE STADIUM staff, so that the members of the Chiba Lotte Marines fans in the Professional Baseball League and local residents can enjoy the products.
ZOZOPARK HONDA FOOTBALL AREA
As a main sponsor of a sport facility “ZOZOPARK HONDA FOOTBALL AREA” 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 after the inner recruitment, wishing the place to become many people from children to adults gather in Makuhari, and the starting point to spark new talents.
JEF UNITED ICHIHARA CHIBA
In May 2018, we entered into an official partner agreement and a branding partner agreement with Professional Soccer Team JEF UNITED ICHIHARA CHIBA. Over the three years since 2015, we had engaged in a variety of initiatives, including the design of original uniforms.
In July 2021, we announced that we will launch a joint initiative using our proprietary measurement technology, ZOZOSUIT, together with Altiri, Inc., which run the professional basketball club ALTY CHIBA, and Chiba University, a national university corporation. Through this initiative, we will explore the possibility of utilizing ZOZOSUIT in the sports field and contributing to local communities in Chiba, where all the three parties are based.
Donation / Support
In the event of a disaster, we carry out a variety of support activities, including donations and volunteers by employees.
In response to disasters, we sell charity products on our ZOZOTOWN websites, donate, provide relief supplies such as clothing, and support disaster areas through local volunteering activities.
Improving Service Quality
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.