Human Resource Management
Human Resource Development Policy
Based on our corporate philosophy that “our company is a people-centric organization,” we position people (employees) as the most important management resource. We aim to enhance the value of the company by promoting the development of next-generation professional talent and forming high-quality, efficient groups through the effective utilization of human resources, thus aiming to achieve alignment between the growth of the company and its employees.
We promote further improvement of the skills of our personnel through regular training sessions and the establishment of reskilling support systems.
― We are the Challenger ―
Human Resource Initiatives
Human Resource Management
Human Resource Development Policy
Based on our corporate philosophy that “our company is a people-centric organization,” we position people (employees) as the most important management resource. We aim to enhance the value of the company by promoting the development of next-generation professional talent and forming high-quality, efficient groups through the effective utilization of human resources, thus aiming to achieve alignment between the growth of the company and its employees. We promote further improvement of the skills of our personnel through regular training sessions and the establishment of reskilling support systems.
Internal Environment Policy
As a company that operates globally, we are committed to diversity management, allowing personnel with diverse backgrounds to mutually respect each other and maximize their individual abilities. Moreover, we strive to enhance employee engagement by promoting the active participation of women, ensuring fair and equitable evaluations and corresponding compensation, and introducing reskilling support systems to enable employees to find fulfillment in their work. For those with motivation and capability, we offer opportunities to challenge themselves for further growth, regardless of domestic or international boundaries.
― We are the Challenger ―
Recruitment Policy
Our company’s fundamental policy for recruitment is fairness and impartiality, regardless of gender, nationality, religion, race, age, disability status, or whether the applicant is a new graduate or experienced professional. In line with our human resource development policy, which aims to promote the development of next-generation professional talent and form high-quality, efficient groups through the effective utilization of human resources, we actively recruit diverse talents to achieve this goal.
Desired Traits
As a company operating globally, we seek individuals who possess the motivation and capability to excel on the world stage, and who can think and act independently, with resilience in the face of change. In the fast-paced fashion industry where trends evolve rapidly, it is our continuous adaptation to these changes and our ability to innovate new business styles that have allowed the current SANKYO SEIKO GROUP to thrive.
Employee Development
We believe that the value brought about by the skills and abilities of our employees, whom we regard as the most crucial management resource in our business activities, is of utmost importance. In fostering global talent development, we actively recruit young talent for our overseas operations and conduct various training programs to enhance the value of each individual employee.
Reskilling Support System
To support employees in their self-improvement endeavors, we have implemented a system to subsidize 20% of the tuition fees for external educational institutions (up to a maximum of 100,000 yen).
New Employee Training
Upon joining the company, new hires undergo training at external institutions to acquire manner as professionals and foundational knowledge in textiles. Subsequently, we provide explanations of business operations by personnel from group companies and various departments.
After assignment, employees acquire knowledge and skills through on-the-job training(OJT) while also taking e-learning courses to gain more practical textile-related knowledge.
Mid-level employee Training
We conduct training at external business schools to promote the growth of mid-level employees and cultivate the next generation of leaders.
We will strive to enhance the awareness and skills of mid-level employees, while also supporting the aspirations of employees who commit to continuous learning as a result of this training.
Business Skill Training
To support employee self-improvement and career advancement, we regularly introduce training programs, all of which are conducted via e-learning platforms.
Enhancing Employee Engagement
Under our corporate philosophy of being a “people-centric organization,” we believe that every employee must feel confident and proud, contributing to an environment that is both open-minded and creative. Therefore, we are committed to enhancing employee engagement to create a workplace that is conducive to productivity and fulfillment.
Employee Satisfaction Survey
To visualize employee engagement, we have been conducting biannual (January and July) “Employee Satisfaction Surveys” for the domestic corporate group companies.
Employee Communications
We provide our employees with opportunities to hear directly from the president about the company’s policies and future vision twice a year. Most recently, in January 2024, the president held four sessions* to reflect on the previous year and discuss initiatives for the current year, with almost all employees** participating. (Including recorded broadcasts)
*In-person sessions: ①Osaka, ②Tokyo Web sessions: ③Hong Kong, Taiwan, ④United Kingdom, France, Italy **Attendance: 506 domestic employees, 119 international employees
Employee Welfare Regarding Asset Formation
To ensure that employees can work with peace of mind and alleviate concerns about the future, we have introduced systems to support medium- to long-term asset formation.
A system where the company contributes monthly deposits to the pension assets, and employees manage the investment of the pension assets themselves.
A system where employees who voluntarily join the employee stock ownership plan collectively purchase company stocks using contributions from their monthly salaries, bonuses, etc. Members receive shares and dividends based on their contribution amount (number of contribution units). An incentive of 6% is provided for annual dividend contributions.
Employees who join our employee stock ownership plan are granted restricted stock equal to three times the number of contribution units. These restricted stocks come with transfer restrictions.
Initiatives for Promoting Female Empowerment
In our company, we recognize that without the contribution of women, the company cannot achieve growth, and thus, we are actively promoting female empowerment.
Female Manager Ratio
Currently, over half (61.4%) of our employees are women, with particularly high female manager ratios (75.0%) at overseas locations. However, we acknowledge that the promotion of female talent as core personnel has not progressed sufficiently at domestic locations, identifying it as a significant challenge. Since many female employees were in supportive roles, to address this, we introduced a system in 2022 to facilitate their transition to comprehensive roles. To present (April 2025), a total of 10 employees have transitioned as future leadership candidates by using the system.
■ Female Manager Ratio
■ Female Employee Ratio
Female Board Member Ratio
As of March 2025, the ratio of female board members* stands at 22.2% (2 out of 9 members).
* Includes directors and auditors; excludes executive officers.
Institutional Support for Female Empowerment
We continue to develop an environment that promotes female empowerment, including the introduction of a system for transitioning supportive roles to comprehensive roles, and the establishment of systems supporting the balance between childbirth, childcare, caregiving, and work.