Diversity

スポーツベット Diversity Policy

Based on our management philosophy and Purpose, スポーツベット emphasizes diversity, fairness, and inclusiveness, and aims to create an environment in which each and every employee can maximize his or her potential.

1. Promote recruitment and training of diverse human resources.
2. We will develop a workplace environment スポーツ賭博 which all employees can work comfortably.
3. We will create a workplace culture スポーツ賭博 which each employee can cooperate with his or her colleagues and maximize organizational strength.

January 28, 2025
Approved by Group Sustainability Committee 

To enable a diverse range of human resources to play an active role, we do not make any distinctions スポーツ賭博 treatment or promotion based on gender, nationality, or disability.
スポーツ賭博 addition, as part of our efforts to improve our 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.
As for investment スポーツ賭博 balancing work and child-rearing, we actively support our employees by providing leave systems, child-rearing support systems, and work styles tailored to life events.
We believe that the growth of human resources is the greatest growth strategy, and we have established an environment in which employees can learn what they want to learn when they want to learn スポーツ賭博, without burden, in order to improve the knowledge and skills of all employees and maximize educational opportunities, including training related to basic items such as internal rules and the above policies.
The above matters and the progress of diversity strategies are managed, supervised, and maintained by the Group Sustainability Committee, which is chaired by the President and includes the Chairman, all executive officers, and presidents of Group companies. The Committee reports regularly to the Board of Directors regarding these initiatives and receives supervision.

Indicators・KPI

Major Indicators	Unit	KPI
		FY2030	FY2050
Percentage of women スポーツ賭博 management	%	30	50
Smoking rate	%	10	zero
Average monthly overtime hours	hours	20	zero
Annual paid leave utilization rate	％	80	100

Major Indicators	Unit	FY2025		FY2026
		Target	Actual	Target
Percentage of women スポーツ賭博 management	%	15	15.5	16
Smoking rate	%	14	17	13
Average monthly overtime hours	hours	26	31	24
Annual paid leave utilization rate	％	66	65.4	68

Examples of Action

Promoting Women's Empowerment

スポーツベット 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.

Major Indicators	KPI
	2030	2050
Percentage of women employees スポーツ賭博 management posts	30%	50%

	FY2022	FY2023	FY2024	FY2025
Number of full-time スポーツ賭博	6,042	6,005	6,150	6,573
Number of women among full-time スポーツ賭博	882	951	1,225	1,382
Percentage of women among full-time スポーツ賭博	14.6%	15.8%	20.4%	21.0％
Percentage of women among all スポーツ賭博	62.5%	61.5%	63.0%	63.8％
Average years of service of women スポーツ賭博	7.7 years	7.6 years	7.9 years	8.0 years
Average years of service of men スポーツ賭博	18.3 years	18.9 years	19.1 years	19.2 years
Number of senior managers	97	98	105	121
Number of women スポーツ賭博 senior management	5	5	7	10

Percentage of new hires who are women	FY2022	FY2023	FY2024	FY2025
Total number of new hires	242	217	240	277
Number of new women members	93	115	93	99
Percentage of women	38.4%	53.0%	38.8%	35.7%

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 スポーツ賭博 who have taken five consecutive days off: 91.6% Variable working hours system Employees can スポーツ賭博 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 スポーツ賭博 the sixth grade of elementary school スポーツ賭博 can choose from 4–6 working hours Employees can also specify their clock-スポーツ賭博 times Child nursing care leave If their child is injured or sick, スポーツ賭博 can take 10 days of nursing care leave per child Childcare support allowance スポーツ賭博 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 スポーツ賭博 their life stages

	Eligible スポーツ賭博 Locations	Workstyles
National スポーツ賭博	Stores / restaurants Nationwide (Nationwide transfers possible)	When joining the company, employees are assigned mainly to positions スポーツ賭博 major cities such as the Greater Tokyo area, Kansai area, Sendai, Nagoya, Hiroshima and Fukuoka, taking their current address into account The company will bear all moving expenses associated with transfers
Area スポーツ賭博	Stores / restaurants within commuting distance from the スポーツ賭博' home (Transfers within local area possible)	There are restrictions on employee capacity and possible working areas

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 スポーツ賭博 parallel with store スポーツ賭博 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 スポーツ賭博 solutions	Conversion of operating manuals to video format	スポーツ賭博 order for every employee to learn and teach standard tasks スポーツ賭博 an easy-to-understand manner, we have prepared training manuals スポーツ賭博 video format
		Updating store systems	Labor management functions have also been greatly improved, such as through the automation of food management duties and making スポーツ賭博 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), スポーツ賭博 gain manager qualifications

Women's Empowerment Site

Extension of Mandatory Retirement

Extended maximum age for part-time workers to 75 and retirement age for full-time スポーツ賭博 to 65

Employment of Persons with Disabilities

Our employment rate for employment of persons with disabilities スポーツ賭博 2025 is 3.2%, exceeding the legal minimum.
スポーツベット has about 674 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 スポーツ賭博 case of any problems can be shared throughout our stores. By incorporating many case studies スポーツ賭博 manga cartoon format, we are creating workplaces where people with disabilities can work more comfortably.
スポーツ賭博 April 2021, we established a dedicated consultation desk for people with disabilities, to support further recruitment and retention.

スポーツ賭博 Environment	Currently, more than 670 people with disabilities are active in スポーツベット, 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 スポーツ賭博 that they are able to carry out. At the same time, we スポーツ賭博 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 スポーツ賭博. After that, while confirming the characteristics, state of skills' acquisition and understanding for each individual, we increase the range of スポーツ賭博 that can be done within a reasonable scope. Once they become accustomed to their duties, スポーツ賭博 may begin to serve food and attend to customers. Every one of our efforts leads to smiles on the faces of local customers.

	FY2020	FY2021	FY2022	FY2023	FY2024	FY2025
Number of スポーツ賭博 with disabilities	470	491	559	629	684	674
Percentage of スポーツ賭博 with disabilities	2.0%	2.6%	2.7%	2.9%	3.1%	3.2%

Employment of Non-Japanese スポーツ賭博

There are around 2,000 non-Japanese employees of various nationalities from around 26 countries working in スポーツベット. 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 スポーツ賭博 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 スポーツ賭博 life スポーツ賭博 Japan (such as lifestyle customs and some religious issues).

	FY2020	FY2021	FY2022	FY2023	FY2024	FY2025
Number of non-Japanese スポーツ賭博	2,213	2,167	2,216	3,092	4,440	4,636
Percentage of non-Japanese スポーツ賭博	2.5%	2.2%	2.3%	2.9%	3.6%	3.7%

 

Promotion of diverse human resources
～Established a new training center and held "Group training for non Japanese human resources"～

A new training center opened スポーツ賭博 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 スポーツ賭博 the Tokyo metropolitan area, and approximately 115 new foreign part-time staff have joined the company スポーツ賭博 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

Initiatives at the central kitchen of スポーツベット

Technical intern trainees 171　Specified skills 93 　264 people are active
We also have a large number of foreign nationals working スポーツ賭博 our central kitchens, which are located スポーツ賭博 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)
スポーツ賭博 addition to technical training スポーツ賭博 manufacturing and safety and health education, we offer Japanese language study sessions and opportunities to learn about Japanese culture.

Other activities

スポーツ賭博 addition, is written スポーツ賭博 "easy Japanese", through the promotion of DX, such as the introduction of catering robots, we are working to create an environment スポーツ賭博 which diverse human resources can work comfortably.

Promotion of Non-Japanese and Mid-Career Hires to Management Positions

スポーツベット has been actively recruiting overseas employees and promoting them to senior management positions at local subsidiaries.
スポーツ賭博 addition, 133 mid-career hires joined the company スポーツ賭博 FY2025, including those with immediate skills スポーツ賭博 the field and specialists at the headquarters.
We do not set specific targets for the promotion of foreign nationals or mid-career hires to management positions. However, スポーツ賭博 order to enable diverse human resources to maximize their abilities, we evaluate their abilities and performance fairly and promote them to management positions, regardless of their nationality or employment category (new graduate or mid-career hire).

Employee Turnover Rate

Although turnover among full-time スポーツ賭博 has remained flat, a certain number of スポーツ賭博 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 スポーツ賭博 environment, a stable labor environment, and a harassment-free workplace.

	FY2020	FY2021	FY2022	FY2023	FY2024	FY2025
Turnover rate	5.6%	6.3%	6.7%	7.3%	5.6%	5.6%

Employee Development Training

We have introduced two career development programs to support the growth and career advancement of our employees: the “MSP (Manager Step-up Program)” for full-time employees and the “CCP (Crew Career-up Program)” for part-time and other non-regular employees. The MSP is a training program designed not only to help employees acquire knowledge and skills, but also to enhance their individual leadership capabilities. The CCP provides employees working in stores with the opportunity to learn the knowledge and techniques necessary for their roles, supporting their skill development and career progression. Both programs incorporate coaching elements to help employees improve their ability to solve problems independently. For technical intern trainees and specified skilled workers from overseas, in addition to practical skills training, we offer opportunities to learn about Japanese language and culture in order to promote cross-cultural understanding. Within the company, a volunteer-led community known as “Mokumoku-kai” has been launched to foster DX talent, hosting study sessions on cloud learning and generative AI. These activities aim to support employees in learning collaboratively and enhancing their skills, while also promoting the use of AI in daily operations. We have also established a certification support program to help employees improve their スポーツ賭博 skills, fully covering exam fees. For retiring employees, especially those reaching retirement age, we hold pre-retirement briefings that provide information on defined contribution pension plans, life planning, reemployment support, and transitioning to a non-working lifestyle. The effectiveness of these human resource development initiatives is measured using indicators such as turnover rates, productivity, and revenue, and we are committed to continuous improvement.

	FY2024
	New Graduates and Mid-career スポーツ賭博	Other training	Total
Number of subjects	242 persons	3,608 persons	3,850 persons
Training Hours per Employee (hours)	Approx. 990 hours	Approx. 7 hours	Approx. 63 hours (263,509 hours/4,213 スポーツ賭博)
Total Training Hours (hours)	239,580 hours (990 hours×242 スポーツ賭博)	23,929 hours (6.63 hours×3,608 スポーツ賭博)	263,509 hours
Days per Employee (days)	Approx. 124 days	Approx. 6 days	Approx. 12 days
Implementation Details	Corporate philosophy, business manners, food hygiene, store / restaurant management, cooking and customer service operations, complaint handling, compliance, information security, communication, harassment, skills development, diversity, privacy, cybersecurity, etc.

Breakdown of Total Training Hours (263,509 hours) by Type:

• On-site practical training: 232,844 hours
• Online training: 23,929 hours
• Group training: 6,736 hours

As shown in the table above, we are actively working to increase training opportunities so that employees can learn what they want to learn, when they want to learn スポーツ賭博, without burden, through various formats such as group training, online training, on-demand training, and e-learning. To help employees better understand the training content and share our management philosophy, some training topics are also included in promotion exams and other assessments.
Furthermore, to support employees スポーツ賭博 obtaining official qualifications required for managerial positions—such as Fire Prevention Manager and Food Sanitation Supervisor—we allow them to attend relevant courses during working hours. We also provide manuals and other necessary guidance, such as how to take the courses. As a result, more than 150 employees acquire such qualifications every year.
In addition, as part of our company-wide initiative to develop DX (Digital Transformation) talent, we offer assistance for obtaining スポーツ賭博-related certifications, which motivates employees to enhance their skills and capabilities.

Number of スポーツ賭博 Certification Holders in 2025: 22
Main Certifications:
【Google Cloud Related】

• Google Professional Cloud Developer
• Google Cloud Professional Architect
• Professional Cloud DevOps Engineer
• Professional Cloud Security Engineer
• Professional Data Engineer
• Cloud Digital Leader

【General スポーツ賭博, Information Security, and AI】

• スポーツ賭博 Passport Examination
• Information Security Management Examination
• Deep Learning For GENERAL (G Certificate)
• Cisco Certified Network Associate (CCNA)
• Generative AI Leader
• Generative AI Passport

【AWS Related】

• AWS Certified Cloud Practitioner

【Microsoft Office Related】

• Microsoft Office Specialist (MOS)

Sustainability Report

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 スポーツ賭博 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 スポーツ賭博 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 スポーツ賭博 environment, leading to the realization of the mission and strategic vision.

Team-based performance incentive system

With the aim of promoting our store-centered management approach, our company has introduced a new performance-based incentive system for store managers and sales directors, starting スポーツ賭博 2024.
This system incorporates a team-based performance evaluation. Incentives are provided based on the profit achievement of both individual stores and their sales departments, but the distribution ratio is designed to place greater emphasis on the success of the team (the sales department) rather than on individual stores. By applying a stronger weighting to the team-unit evaluation, this structure reflects each member's contribution to the team スポーツ賭博 their assessment. This approach is designed not only to reward individual performance but also to enhance cooperation across the entire team and maximize the organization's overall performance. 

Enhancing Employee Engagement

Since 2022, we have conducted annual employee surveys on workplace conditions and job satisfaction, with the goal of fostering a work environment where everyone can thrive and supporting talent development. スポーツ賭博 2023, we introduced an engagement survey to better understand the current state and challenges related to employees’ job satisfaction, sense of purpose, well-being, fulfillment, and stress levels, aiming to promote the sustainable growth of both individuals and the organization. We have also introduced “Meeting For You,” a one-on-one meeting initiative between supervisors and subordinates, to further strengthen communication and enhance workplace relationships.

Item	Indicator	Unit	2023	2024	2025
Employee Engagement	Employee Survey Score	Points	5.6	5.3	5.9
	Response Rate	％	81.9	81.5	78.3

Joint Labor-Management Declaration on the Prevention of Harassment

In March 2021, Skylark Holdings and the Skylark Labor Union signed a Joint Labor-Management Declaration on the Prevention of Harassment. This declaration expresses our shared commitment to preventing power harassment, sexual harassment, and all other forms of harassment through collaboration between labor and management. スポーツ賭博 aims to foster a workplace where all employees can feel safe, find meaning in their work, and treat one another with mutual respect.
The declaration sets forth the following three key principles:

1. We do not tolerate any actions that undermine the dignity of individuals, including power harassment, sexual harassment, and discrimination related to pregnancy, childbirth, childcare, nursing care, or any other personal circumstances. We are committed to preventing such actions and making continuous improvements.
2. We aim to foster a culture where harassment does not occur and is not tolerated, by enhancing employee awareness and response capabilities through training and other educational programs.
3. We strive for the prompt and appropriate resolution of harassment issues by raising awareness of the existing consultation services jointly established by labor and management. We also ensure the privacy of those seeking consultation or cooperating with investigations, and take measures to prevent any disadvantageous treatment.

Based on this policy, スポーツ賭博 May 2021, we revamped our existing harassment prevention training program and began offering training three times a year to approximately 2,800 sales department directors, supervisors, and store managers across Japan.
We have since expanded both the content and target audience of the training program, and are now proactively working to eliminate harassment by including all employees, including assistant managers and part-time workers.  Furthermore, corrective action will be taken スポーツ賭博 response to any violations.

 

List of Harassment-Related Training

Training Program	Target	Training Date
Service Mindset Improvement Training	Sales Division Directors	at any time
	Sales Department Directors
	Managers and Sales division staffs
Anger Management Training	Managers and Sales division staffs	Conducted monthly by selecting eligible participants
	Assistant Managers
Harassment Knowledge Acquisition Training
	Sales Division Directors	time of appointment
	Sales Department Directors	time of appointment
	Managers and Sales division staffs	time of appointment
	Assistant Managers	time of hire/promotion
	Store スポーツ賭博 (Crews)	time of employment
Harassment Awareness Training	Sales Division Directors	Every 2 months
	Sales Department Directors
	Managers and Sales division staffs
	Assistant Managers
	Store スポーツ賭博 (Crews)
Anger Management Training (Given by external lecturer)	Sales Division Directors	at any time
	Sales Department Directors
	Managers and Sales division staffs
Unconscious Bias Training (Given by external lecturer)	スポーツベット Internal and External Executives	at any time
	Division Managers of Headquarter
	Sales Division Directors
	Sales Department Directors

Certifications

Kurumin Certification

Tomonin Certification