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
Diversity
We have established Human Resource Development Policy to Ensure Diversity and Internal Environmental Improvement Policy to Ensure Diversity. In order to promote diversity management, we strive to create a work environment and systems that support diverse work styles suited to individual lifestyles, while fostering mutual understanding of differences such as gender (including biological sex, gender expression, gender identity, and sexual orientation), nationality, and values.The definition of “spouse” in our internal regulations includes same-sex partners, making all employees eligible for company benefits such as leave and ceremonial occasions, regardless of their partner’s gender.We also offer various training programs, including diversity promotion training, for all employees to create an environment that supports continuous learning and growth.
Additionally, we support employees with different nationalities and religions. For example, prayer spaces are provided upon request. We continuously review and improve our work environment to ensure it is inclusive and comfortable for everyone.
We are also 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.
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. As a result of these efforts, we received the highest “Three-Star Eruboshi” certification from the Ministry of Health, Labour and Welfare.
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
Etuboshi Certification
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. As a result of these efforts, we were certified as a “Kurumin” company — recognized by the Ministry of Health, Labour and Welfare for supporting the development of the next generation.
Kurumin Certification
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
LGBTQ+
Key Efforts
We collaborate with the certified NPO ReBit to conduct awareness activities related to LGBTQ+ issues and apply the insights gained from these activities to our business operations. Furthermore, we have implemented various measures within the ZOZO Group, such as holding internal seminars for employees to foster accurate understanding and awareness of LGBTQ+, and supporting LGBTQ+ individuals in collaboration with partner brands through fashion and makeup to show solidarity. As a result of these efforts, our company has been recognized with the highest "Gold" rating and the "Rainbow" certification in the PRIDE Index 2024.
We endorse "Business for Marriage Equality" and make ongoing donations to "Marriage For All Japan," an organization working to create a society where everyone can freely choose whether or not to marry, regardless of their sexual orientation or gender identity. As part of our awareness activities for younger generations, we also held the "ZOZO Picture Book Café" event at ZOZOSTUDIO, a coffee stand located across from our headquarters in Nishi-Chiba, where children and families could freely read picture books focused on the importance of respecting diverse sexual orientations and individual uniqueness.
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.