Ensure diversity of core human resources within the company, internal environment development policy, human resources development policy
To enable a diverse range of human resources to play an active role, we do not make any distinctions in treatment or promotion based on gender, nationality, or disability. In addition, as part of our policy for improving the internal environment, we have set "workplace environment and job satisfaction" as one of our most important values, and each and every employee works together with his or her colleagues to create a pleasant workplace. In addition, as an investment in balancing work and child rearing, we actively support our employees by providing a leave system, child rearing support system, and work styles that match their life events. As part of our human resource development policy, we believe that the growth of our human resources is our greatest growth strategy, and we provide various forms of training to maximize all employees' knowledge and skill improvement and educational opportunities, creating an environment where employees can learn what they want to learn when they want to learn it, without any burden.
Examples of Action
Promoting Women's Empowerment
Skylark Group is striving to create a system that allows female employees to work for a long time with peace of mind, even with changes in life stages—such as marriage and childbirth—by offering paid leave and childcare support systems that allow women to work comfortably, work styles that can be chosen according to individual preferences, and training programs that offer peace of mind before and after joining the company.
|
FY2018 |
FY2019 |
FY2020 |
FY2021 |
FY2022 |
FY2023 |
Percentage of full-time employees who are female |
12.9% |
13.7% |
14.0% |
13.7% |
14.1% |
15.2% |
Percentage of employees who are female |
60.7% |
61.0% |
61.3% |
61.2% |
62.5% |
61.6% |
Percentage of new employees who are female |
FY2018 |
FY2019 |
FY2020 |
FY2021 |
FY2022 |
FY2023 |
Total number of new employees |
427 |
427 |
261 |
126 |
242 |
217 |
Number of new employees who are female |
151 |
174 |
94 |
52 |
93 |
115 |
Percentage of employees who are female |
35.4% |
40.7% |
36.0% |
41.3% |
38.4% |
53.0% |
Leave and Childcare Support Systems
Workstyles |
Up to 141 days off per year
- Varies between 7–12 days per month
- Standard 117 days per year, up to 141 days
System for taking five or more consecutive days off twice a year
- Seven consecutive days off recommended
- Percentage of employees who have taken five consecutive days off: 91.6%
Variable working hours system
- Employees can work freely according to busy seasons and slow periods
|
Childcare Support |
Reduced working hours
- Reduced working hours can be taken until the employee's child is in the sixth grade of elementary school
- Employees can choose from 4–6 working hours
- Employees can also specify their clock-in times
Child nursing care leave
- If their child is injured or sick, employees can take 10 days of nursing care leave per child
Childcare support allowance
- Employees receive 10,000 yen per dependent child
|
Childcare and Maternity Leave Systems |
Maternity leave
- Six weeks before giving birth
- Eight weeks after giving birth
Childcare leave
- Childcare leave can be taken until March after the child turns one year old, or up to one and a half years old.
|
Selectable Workstyles
Employees can choose different workstyles according to changes in their life stages
Training Programs
|
Timing |
Training program |
Details of training |
Rank-specific Training
|
Before joining the company |
Support before joining the company |
A new graduate recruiter will be assigned as a dedicated contact
for new recruits, answering questions about joining the company
and providing support to get off to a smooth start after joining the company |
After joining the company (1st year) |
New employee training |
Combination of group training sessions and online training |
Follow-up training |
Training sessions held in parallel with
store work during the training period |
J2 Training, J3 Training*
(Assistant manager
training) |
Training conducted upon promotion to J2 and J3* |
Upon promotion to manager positions |
Newly appointed manager training |
Training focused on improving problem-solving skills
at stores when promoted to manager |
Purpose-specific Training
|
All managers |
Purpose-specific
manager training |
Skill development training tailored to individual abilities (career sheets) |
All supervisors |
Supervisor training |
Training by external instructors focused on
improving communication skills |
All sales department managers |
Sales department manager training |
Training by external instructors focused on improving
the skills necessary for subordinate development |
Managers and above
(Managers, supervisors, sales department managers,
sales division managers) |
Purpose-specific external training |
Theme-specific seminar-type skills
improvement training by external lecturers |
Store Support
|
Store support through IT solutions |
Conversion of operating manuals to video format |
In order for every employee to learn and teach standard tasks in an easy-to-understand manner, we have prepared training manuals in video format |
Updating store systems |
Labor management functions have also been greatly improved, such as through the automation of food management duties and making it possible to flexibly manage work shifts using smartphones |
*By passing the J2 and J3 certification exams after the initial exam at the time of joining the company (J1), employees gain manager qualifications
Women's Empowerment Site
To ensure that women can join Skylark Group with peace of mind, we present the opinions of senior employees and work to create an environment where various questions can be answered.
Skylark Group Women's Empowerment
Extension of Mandatory Retirement
Extended maximum age for part-time workers to 75 and retirement age for full-time employees to 65
In January 2019, Skylark Group raised the maximum age for part-time workers ("crew") from 70 to 75 years old.
Currently, there are approximately 1,000 crew members aged 65 to 69. For crew members who want to work until the age of 75, we provide a lively working environment, utilizing their experience and knowledge while giving consideration to their health in their work.
In September 2015, we also extended the retirement age for full-time employees from 60 to 65.
To create a society where senior citizens can work healthily, as promoted by the Japanese government, we believe firmly that fulfilling our social responsibilities as a company and providing good services with our employees working with vigor and longevity will lead to improvements in customer satisfaction.
Supported by customers and colleagues, work becomes a motivation for living
33 years of service at Gusto Koshigaya Obukuro Store
Hisae Muroo (67 years old)
I have been with the company for 33 years this year.
I think it is because I love this job that I've been able to continue it for such a long time.
Because I am entrusted with important work, the job satisfaction I get at work gives me a sense of fulfillment in life.
It is also stimulating to be able to interact with customers and crew members of a wide range of generations.
I want to work for as long as I am healthy, and I hope to be able to give back to everyone who has supported me so far.
"Senior Work EXPO 2023" hosted by Tokyo Metropolitan Government
Skylark Group exhibits at the Family Restaurant Experience Booth
With the aim of promoting the active participation of diverse human resources, we exhibited a booth at the "Senior Work EXPO 2023" hosted by the Tokyo Metropolitan Government, where visitors could experience working at a family restaurant and cooking. More than 120 people participated in our event, which was held in Shinjuku on October 3 and in Hachioji on October 18, and experienced working in a restaurant.
Employment of Persons with Disabilities
Our employment rate for employment of persons with disabilities in 2020 is 2.29%, exceeding the legal minimum.
Skylark Group has about 470 employees with disabilities.
For this reason, we have created a guidebook called the Handbook for the Employment of Persons with Disabilities at business sites where people with disabilities are registered as employees, so that the characteristics of disabilities and contact information in case of any problems can be shared throughout our stores. By incorporating many case studies in manga cartoon format, we are creating workplaces where people with disabilities can work more comfortably.
In April 2021, we established a dedicated consultation desk for people with disabilities, to support further recruitment and retention.
Work Environment |
Currently, more than 470 people with disabilities are active in Skylark Group, many of them working at stores in their local areas.
One characteristic of our stores is that there are many opportunities to work with housewives during the daytime, and they work together with employees with disabilities every day, watching over their growth as if they were their own child.
The many experiences gained from interacting with various people while working leads to the growth of each individual.
|
Consideration for Physical Condition and Respect for Individuals |
Types of disability and situation are different for each person.
At Skylark, we respect the individuality of each employee, and ask them only to perform work that they are able to carry out.
At the same time, we work to ensure necessary care and consideration, such as securing break times and enabling employees to take their medication as necessary.
To correctly understand the characteristics of people with disabilities within the company and respond to them as necessary, we have created a framework for accepting them, such as by creating video tools and guides. |
Workstyles |
Everyone works differently.
First of all, we start with simple tasks such as dishwashing and cleaning work.
After that, while confirming the characteristics, state of skills' acquisition and understanding for each individual, we increase the range of work that can be done within a reasonable scope.
Once they become accustomed to their duties, employees may begin to serve food and attend to customers.
Every one of our efforts leads to smiles on the faces of local customers. |
Workplace practical training for high school seniors from special needs schools held at stores nationwide!
Skylark Group is looking for people to participate in workplace training at stores and factories nationwide.
We hope that this will provide opportunities to deepen understanding of work content through practical work, and to experience the joy and satisfaction of work.
Skylark Careers recruitment for persons with disabilities
Employment of Non-Japanese Employees
There are around 2,000 non-Japanese employees of various nationalities from around 26 countries working in Skylark Group. Approximately 200 technical intern trainees from Vietnam are currently working at the company's food and logistics factories, as part of a program which began in 2016.
As an example, we have prepared video-format basic business process explanation tools that can be viewed on tablet devices by non-Japanese employees working at stores.
Smooth acceptance is achieved with audio in four languages (English, Chinese, Korean and Vietnamese) and manuals that are also easy to understand visually.
To enable employees to work with greater peace of mind, we have established a contact desk and dedicated telephone line called the Global Human Resources Contact Desk, and are working to improve the system by offering consultations not only on working at Skylark, but also other problems in life in Japan (such as lifestyle customs and some religious issues).
|
FY2018 |
FY2019 |
FY2020 |
FY2021 |
FY2022 |
FY2023 |
Employment rate for non-Japanese employees |
2.7% |
2.7% |
2.5% |
4.1% |
4.5% |
5.1% |
Number of non-Japanese employees |
2,986 |
3,089 |
2,213 |
4,194 |
4,396 |
4,802 |
Promotion of diverse human resources
~Established a new training center and held "Group training for non Japanese human resources"~
A new training center opened in April 2023 to provide group interviews, orientation, and initial training exclusively for foreign nationals, conducted by foreign interviewers.
Feature
- The program is being implemented mainly in the Tokyo metropolitan area, and approximately 115 new foreign part-time staff have joined the company in the past four months.
- Communication with instructors who can speak foreign languages to create a sense of security during the interview and onboarding process.
- Horizontal connections among applicants have also been created, leading to a sense of security and improved retention rates.
- More than 15 countries including Nepal, China, Sri Lanka, Bangladesh, etc.
To watch the training video Click here
Initiatives at the Central Kitchen of Skylark Group
Technical intern trainees 171 Specified skills 93 264 people are active
We also have a large number of foreign nationals working in our central kitchens, which are located in 10 locations throughout Japan. The number of Vietnamese technical intern trainees is 171, and the number of those with the specified technical skill No. 1 is 93. (As of August 31, 2023)
In addition to technical training in manufacturing and safety and health education, we offer Japanese language study sessions and opportunities to learn about Japanese culture.
Other Activities
In addition, the recruitment website is written in "easy Japanese", through the promotion of DX, such as the introduction of catering robots, we are working to create an environment in which diverse human resources can work comfortably.
Employee Turnover Rate
Although turnover among full-time employees has remained flat, a certain number of employees leave the company each year.
To ensure that our most important management resource, "human resources," are not compromised, the entire company is working together to create a comfortable work environment, a stable labor environment, and a harassment-free workplace.
Employee Development Training
The table below shows time spent on employee development training to improve knowledge and/or individual skills.
We are also working actively to increase training opportunities so that employees can learn what they want to learn, when they want to learn it, without burden, based on the content and type of training, such as group training, online training, on-demand training and e-learning.
In order to share management philosophy and deepen understanding of training content, training content is also included in questions for promotion examinations and other tests.
In addition, to support the acquisition of official qualifications required for managers, we allow employees to take courses during working hours and provide manuals on how to take courses and other necessary knowledge, so that more than 150 employees acquire qualifications every year.
ESG Data Book
Skylark ‘s Recruitment Information “Skylark Career Comprehensive"
Performance Evaluation
Evaluation Interviews (Goal Management, Frequent Feedback)
Evaluation is based not only on financials, but also on customer survey ratings and store QSC status. We work to maximize performance by setting KPIs during monthly meetings with superiors, repeating feedback, and following up on a regular basis.
Evaluation Frequency
Twice a year in the first and second half of the year.
Questionnaire for Managers (360-degree Multidimensional Evaluation)
The program is conducted annually for the purpose of training and developing the skills of managers. By learning how they themselves are viewed by their subordinates, managers are encouraged to change their behavior, and the results for the entire company and departments are used to create a comfortable work environment, leading to the realization of the mission and strategic vision.
Team Based
As part of reforms to store-centric management, a sales department incentive system has been introduced. Maximize performance by increasing evaluation and allocation to sales department (team) units rather than individual store evaluation.
Harassment Training
In March 2021, Skylark Holdings and the Skylark Labor Union signed a Joint Labor-Management Declaration on the Prevention of Harassment, declaring that labor and management will work together to prevent harassment and create a workplace where all employees can enjoy peace of mind and job satisfaction, and respect each other.
Based on this declaration, in May 2021, we renewed our existing harassment prevention training program and conducted training for approximately 2,800 sales department directors, supervisors, and store managers nationwide.
Currently, we are actively working to eliminate harassment by expanding the scope of training to include all employees, including assistant managers and part-timers.
List of Harassment-Related Training
Certifications
Kurumin Certification
In February 2016, Skylark received the Minister of Health, Labour and Welfare's certification and Kurumin Mark in recognition of its efforts as a company that supports childcare in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children.
What is the Kurumin Mark?
Kurumin Mark certification can be obtained by companies that meet certain requirements, such as formulating and implementing an appropriate action plan in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children and achieving the goals set forth in the plan.
The certification was awarded in recognition of the following efforts over a two-year period.
- Percentage of employees taking childcare leave: 93%
- Encouraging male employees to take childcare leave
- Employees taking five consecutive days off twice a year
- Shortened working hours for childcare
Tomonin Certification
Skylark Group has established a policy to create a workplace environment that allows employees to balance work and caregiving commitments, and to reduce the number of employees who leave their jobs to provide nursing care. To demonstrate to people both inside and outside the company that we are working to promote the development of a workplace environment that allows employees to balance work and caregiving commitments, we have registered our general employer's action plan and our efforts to support a balance between work and nursing care in the Work-Life Balance Support Hiroba (a project commissioned by the Ministry of Health, Labour and Welfare) and acquired the Tomonin Mark certification.
In addition to caregiver leave, extended caregiver leave and measures for consideration with regard to working hours as stipulated under the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members, we have established our own systems such as allowing use of expired annual paid leave and taking caregiver leave in shortened hours to create a workplace where employees can continue working for a long time with peace of mind, and are working to achieve zero job separation due to caregiving commitments.