Diversity, Equity & Inclusion

Diversity, Equity & Inclusion

We are aiming to realize the future in which all valuable individualities around the world are connected by fashion under the corporate philosophy "Inspire the world. Deliver joy every day." We also conduct diversity management and establish systems that everyone can perform their “work” in the ways they like. There are many employees who love fashion due to the characteristics of the business, and a unique corporate culture where each of the employees enjoys unique fashion, mutually understand, and respect their individuality through fashion, and value diversity, has been developed. In addition, active communication is born within a flat organization,regardless of position or seniority. This ensures diversity in promotion to managerial positions and core human resources beyond borders of gender, nationality, and mid-career workers. We will grow in terms of both business operations and employees’ capability, utilizing this environment for human resource development.

KPI and Results

Sustainability Four Key Actions	KPI			Target		Target year		FY2024
Realization of workplaces and communities where everyone can live their lives with a smile by promoting DE&I	Ratio of Female Directors			30% or more		2030		45.5%
	Ratio of women in senior management positions (general managers and above)			30% or more		2030		10.8%
	Ratio of women in  management positions※1			40%		2030		24.2%
	Gender pay gap ratio (overall)※1※2			60％		2030		56.0%
	Gender pay gap ratio (permanent employees)※1※2			80%		2030		72.3%
	Gender pay gap ratio (non-permanent employees)※1※2			106%		2030		105.1%
	Ratio of male employees taking childcare leave (overall)※1			100%		2030		69.6%
	Ratio of male employees taking childcare leave (permanent employees)※1			100%		2030		70.5%
	Ratio of male employees taking childcare leave (non-permanent employees)※1			100%		2030		50.0%

※1 ZOZO group coverage：97.6%
※2 Ratio of women's average annual wages to men's average annual wages

Emphasizing Diversity

In the Basic Human Rights Policy, we have declared the following regarding the importance of diversity.

"We respect all people as individuals and do not tolerate discrimination or any disadvantageous treatment on the basis of political beliefs, ideologies, religion, gender, gender identity, sexual orientation, physical features, illnesses, age, nationality, race, ethnicity, etc. We provide equal opportunity in recruitment, evaluation, development, placement, remuneration, promotion, executive appointment, etc., and foster a work environment in which our diverse workforce can play an active role."
2024 Pride Month Initiatives
2023 Pride Month Initiatives

Unconscious Bias

Our company firmly believes it is crucial to eliminate unconscious bias, to enhance employee diversity, increase the ratio of women in managerial positions, and correct the gender pay gap. We address unconscious bias through initiatives such as DE&I Management Training for managerial staff, and our DE&I Seminar in Advertising Deliverables for all employees. Feedback from post-training surveys has been enlightening, with responses indicating that participants learned to recognize and strategize against their own biases and gained a renewed understanding that unconscious bias affects everyone. We are committed to continuing our efforts to raise awareness of unconscious bias and to creating an environment where everyone can flourish while being true to themselves.

Women Empowerment

We have formulated and are working on a General Employer Action Plan based on the Act on the Promotion of Women's Active Engagement in Professional Life. Our employee composition ratio is 42.0% female and 58.0% male (March, 2025). At positions above the manager level, the ratio is 24.2% female (March, 2025), which is higher than domestic average of 12.7%^※.

We will continue to recognize the unconscious bias and, while valuing diversity and promoting initiatives to encourage more active participation by female employees and strive to improve the ratio of female managers, based on the principle of promoting appropriate human resources to promote management strategies.

*Average of women’s manager ratio is based on “Basic Survey of Gender Equality in Employment Management,2023” (Ministry of Health, Labor and Welfare)

International Women's Day Collaborative Event with LY Corporation on Careers

Support for Employees Raising Children

We are committed to creating a comfortable work environment for employees who work while raising children. As of March 2025, we have a very high rate of employees taking childcare leave, with 100% of women and 70.5% of men (full-time workers), and a 100% return-to-work rate after maternity or childcare leave. To support employees balancing work and childcare, we provide opportunities for information sharing and networking for returning employees at the beginning of each fiscal year, when many return to work.  Additionally, we offer events that employees can voluntarily participate in during their childcare leave, and have introduced housekeeping services that can be accessed with subsidies.

Policy for ensuring Diversity

Human Resource Development Policy for Securing Diversity

With regard to the internal environment for human resource development, we provide a variety of training programs for general employees, managers, and all employees, including training to learn the basic knowledge necessary for business promotion and diversity promotion training. For managers, we regularly provide feedback in line with selection evaluation standards, deepen vertical and horizontal cooperation within managers, and provide support for working styles according to the home environment and life stage. In addition, we provide detailed follow-up. We will further enhance our human resources strategy and human capital system to improve corporate value over the medium to long term.

Internal Environmental Improvement Policy to Ensure Diversity

We conduct diversity management, and are working to create a system that understands each other's diversity, such as gender (including gender orientation and independence), nationality, and values, and supports a variety of work styles tailored to individual lifestyles. Our internal guidelines recognize same-sex partners and our employees are eligible for internal systems such as vacation and congratulatory or condolence, regardless of the partner's gender. Also, based on advice received from the certified non-profit organization ReBit, which provides guidance on LGBTQ+ awareness, we have integrated relevant practices into our business activities. In order to promote correct awareness and understanding of LGBTQ+ among our employees, we have held internal seminars and also changed the ZOZOTOWN service logo to Rainbow Color in order to show our solidarity with LGBTQ+. In recognition of these LGBTQ+ initiatives in our workplaces, we have received the highest "Gold" and "Rainbow" in the "PRIDE Index 2024." We also implement initiatives related to foreign nationality and religion, and when it is necessary to respond to nationality or religion, we prepare and improve such areas, such as by providing space for prayers upon request. We are also focusing on creating a comfortable working environment for employees who work while raising children regardless of gender. Our take-up rate for childcare leave is at 100% for women and  70.5% permanent employees for men (as of March 2025), and the rate of return to work after maternity leave and childcare leave is extremely high at 100% (as of March 2025). In spring, when there are many people returning to work every year, we provide opportunities to share information and exchange information. In addition, we plan events that allow employees to participate voluntarily during the childcare leave, and we are working to support employees in balancing childcare. Furthermore, we have conducted training for our employees to deepen their understanding of unconscious bias, ensuring they are aware of any inadvertent prejudices, assumptions, and stereotypical thinking that might influence their behavior.

Employment of the Handicapped

As of June 2024, our company employs a workforce consisting of 3.35% individuals with disabilities, exceeding the statutory employment rate. They are an essential part of 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.

Main Initiatives
・Regular interviews (mandatory for all employees during the first three months after joining, optional thereafter upon request).
・Establishment of a dedicated consultation service for employees with disabilities (a dedicated 2D barcode is provided at the time of joining).
・Interviews in case of attendance issues (only for the first occurrence).
・Long-term leave system.
・Annual training on disability employment for employees and part-time staff at logistics centers.
・Group tours and workplace training for special support schools
・Hiring of graduates from special support schools
・Provision of sign language interpretation at the General Meeting of Shareholders

Key Reasonable Accommodations
・Use of written communication (notes, online chat), sign language (finger spelling), and speech-to-text applications (Communication Support).
・Adjustments to workbench height and placement, floor fixation, installation of elevators and ramps, consideration for parking space (Universal design of the environment and facilities).
・Adjustments to work rotations, shift adjustments, and attendance considerations (Ensuring a comfortable working environment).
・Permission to wear earplugs, earmuffs, or sunglasses (considerations for auditory and visual sensitivities).
Sales of the Breads Manufactured by Students of Special-Needs Schools at ZOZOBASE Logistics Center
Establishment of the "ZOZOdeaf Community" for Employees with Hearing Disabilities and the Hosting of Sign Language Workshops for Staff
In the "2024 Excellent Company Award for Employment for Persons with Disabilities," our company received the"JEED Chairman's Award" and one of our part-time staff received Two Prestigious Awards

*These examples of initiatives and reasonable accommodations are primarily implemented at our logistics centers.

Number of new graduates hired from Special Support Schools

	FY2023	FY2024	FY2025
Number of employees hired	2	3	5

*Employment type: Contract employee or part-time staff

Promotion system

Appointment of Foreigners as core human resources

We have group companies in the United States, New Zealand, Vietnam, etc., and have appointed foreigners as directors of each group company. We will continue to value diversity in our workforce, and recruit appropriate personnel. In the event that overseas business experience is needed to promote management strategies, we will recruit appropriate personnel regardless of their nationality.

Promoting Experienced Hires to Key Roles

In fiscal 2024, we hired 65 new mid-career employees (42 men and 23 women). We have appointed many mid-career recruits as managers and core human resources, including all executive directors and executive officers who are hired mid-career. Regardless of whether new graduates or mid-career hires, we will continue to value diversity and promote appropriate human resources.

Promoting Part-Time Employees to Full-Time Employees

We have a system in place for promoting part-time employees to full-time employees. We carry out the same document screening and interviews as for mid-career recruitment, and follow-up meetings are also conducted after the selection process. Seven employees were promoted  to full-time employees in fiscal year 2023 through the use of this system.