Social
Promotion of
Diversity &
Inclusion
The 2nd RETAILING Group strives to create a workplace environment where our employees can be themselves, regardless of attributes such as age, sex, or race. Rather than focusing on preconceptions about how things should be, we recognize diverse values and aim to be a company that can meet the needs of individual employee lifestyles.
Empowerment of Female Employees
As of March 31, 2026, female managers account for 10.9% of our total managers (or higher). We aim to achieve a ratio of 30% by March 31, 2030. We also provide various programs such as childcare leave and reduced work hours that allow employees to choose a flexible work style that can help them build an ideal career while going through life events such as childbirth and childcare.
We also promote various initiatives to encourage proactive employee growth and autonomy, such as starting female employee career design training in FY2024.
We will continue to accelerate our efforts to spur female empowerment as we aim for an environment where everyone can flourish, regardless of their sex.
Support for LGBTQ Employees
We strive for a workplace where everybody can flourish, regardless of sexual orientation or sexual self-identification, and have adopted a same-sex partnership program.
Employees registered in a same-sex partnership receive the same company benefits as married employees, such as congratulatory or bereavement leave and congratulatory or condolence payments.
Employment of Persons with Disabilities
At the 2nd RETAILING Group, the employment rate of persons with disabilities is 2.92% (as of June 1, 2026), exceeding the statutory rate in Japan (2.7%).
In 2010, we established GEO BUSINESS SUPPORT CORPORATION, a subsidiary for promoting the employment of persons with disabilities. Its employees work at our stores or join specialized teams that perform cleaning at our various stores and offices. In January 2020, we received a Commendation by the Governor of Aichi Prefecture as an excellent employment of persons with disabilities.
Work-Life Balance
We believe that fulfilling lives are the key to achieving a better society, and that is why we aim to provide our employees with a workplace environment that meets the needs of various stages in life. We strive to create a workplace where each and every one of our employees can make the most of their abilities with peace-of-mind, and thereby experience fulfillment and enjoyment in their day-to-day work.
Various Programs
to Support Employee Lifestyles
We provide various programs and systems that enable our employees to work healthily and securely with flexible work styles, long-term employment, and work-life balance, such as our local employee program and work-from-home program. All of our employees are eligible for childcare leave, regardless of their sex. In FY2026, 100.0% of our female employees and 67.7% of our male employees took childcare leave.
Male employees can take childcare leave to suit their individual situation, from short-term leave of one or two weeks, to long-term leave of up to one year. We also strive to promote understanding of this program by having leave takers share their stories within the company.
| Childcare leave | A program whereby employees living with and caring for a child under one year of age can take leave for a certain period of time |
|---|---|
| Reduced hour work for childcare | A program whereby employees caring for a child who has not yet entered elementary school can work for six or seven hours a day in principle |
| Nursing leave | A program whereby employees can take leave for a certain period of time to help balance nursing needs with work |
| Reduced hour work for nursing | A program whereby employees who care for a family member requiring help can work for six or seven hours a day in principle |
| Local employee program | A program under which eligible employees will only be transferred to places that do not require them to relocate their residence |
| Flex-time program | A program whereby employees can freely decide their own work hours |
| Work-from-home program | A program whereby eligible employees can work mostly at home instead of at the office |
| Hourly-calculated annual paid leave program | A program whereby employees can take up to five days of annual paid leave on an hourly basis |
| Consecutive leave program | A program that recommends employees with 10 or more days of annual leave remaining to take a vacation of 5 consecutive days or longer |
| Continuous employment program | A program that enables employees who wish to be reemployed after reaching retirement to renew their contract |
Notes:
*Excerpts from our main programs regarding employment and leave. We provide various other support programs other than the above.
Employee Engagement
We believe that sustainable growth depends on employees feeling a sense of fulfillment and enjoyment and proactively demonstrating their capabilities, and we therefore conduct engagement surveys of all employees twice a year.
The survey takes a multifaceted approach, measuring “satisfaction,” “sense of purpose,” “well-being,” “stress,” and “organizational health.” In FY2026, the average overall engagement score was 66 (+1 from the previous period).
Through an improvement cycle that includes expanding training and promoting dialogue based on survey results, we foster a culture that embraces diverse values and enhance the workplace environment, aiming to evolve as an organization together with our employees.
Labor-Management Relations
At the 2nd RETAILING Group, we respect freedom of association and the right to collective bargaining as workers’ fundamental human rights. Labor unions, including the GEO Group Labor Union, are organized within the Group, with the union membership rate reaching 99.89% as of the end of March 2026. In addition, under sound labor-management relations based on mutual trust, we have established a framework in which management and labor union representatives hold regular meetings on working conditions and management issues.
In labor-management meetings, we actively engage in discussions not only on improving compensation and working conditions, but also on realizing a work-life balance in line with the times, focusing on key themes such as the optimization of employee benefits and the thorough management of working hours, including the promotion of paid leave uptake.
Through such constructive dialogue, we are working to build an environment in which all employees can work safely and with peace of mind, while striving to sustainably enhance value across the Group as a whole.
Health &
Productivity
Management at the
2nd RETAILING Group
The 2nd RETAILING Group believes that the sound physical and mental health of our employees is crucial to realizing our corporate philosophy of “Fill Everyday Life With Joy and Possibility” of our customers.
Based on this belief, we will promote initiatives to maintain and promote health in order to create a positive cycle that starts with the health of our employees.
Health & Productivity Management
Career Assistance Initiatives
In career development support, we take into account the Group’s evolution and the demands of a changing era, and provide training tailored to employees’ career stages to develop talent capable of contributing to our growth strategy. Alongside the efficient acquisition of the specialized skills required to perform their duties, we provide education aimed at strengthening the core personal capabilities that enable employees to respond to environmental changes and social challenges to shape their own futures.
＜Training for New Employees＞
We provide new employees with a wide range of training covering topics such as understanding the company itself to how to work at a chain store via new employee training and on-the-job training. We also provide a curriculum for learning the basics of working life, and have built a support system to help our employees achieve growth with peace-of-mind.
＜Training for Existing Employees＞
We provide a level-based training program for various roles, which enables employees to systematically learn management, on-site education, and scientific thinking, which can then be practically applied in their day-to-day work at stores. We are also conducting store visit training in the United States, which aims to foster understanding of product principles based on the latest in overseas case studies, and thereby help individual employees achieve growth while also enhancing the capability of the organization as a whole.
＜Cloud Campus＞
We have adopted a tool that enables employees to efficiently learn the specialized knowledge required for store administration at their own pace. The tool also provides a wide range of content for learning how to conduct fair and sincere corporate activities, such as topics on legal requirements, work-based knowledge, and information security.
＜Self-Improvement Program＞
We provide a remote learning program to support employee self-improvement. This program offers various content that employees can enjoy learning while feeling a sense of self-growth, so that they can autonomously build their career and cultivate skills they may be lacking.
Job Roles and Career Paths
Career building at the 2nd RETAILING Group is based on job rotation that combines both off-the-job training with on-the-job training at different departments.
Our employees start their careers at one of our stores across the nation. Once employees have cultivated basic knowledge and experience through store administration, they then gain experience by working at various departments as they pursue a specialist path of their choosing. We provide support to ensure that each and every employee can grow into human resources with both expertise and human character, while also cultivating a unique career and enhancing the competitiveness of the organization at large.
Social Initiatives
The 2nd RETAILING Group respects diverse values and promotes a workplace environment where each and every one of our employees can make the most of their abilities and maximize their motivation.
We also strive to provide initiatives whereby our employees can experience fulfillment and joy in their day-to-day work, as well as develop human resources that can flexibly respond to change and foster a corporate culture that encourages our employees to take on new challenges. Such individual growth will enable us to continuously improve our corporate value into the future.