Diversity and inclusion
- What we aim to do
- Recruiting diverse human resources and creating a comfortable work environment A company where each and every employee can play an active role
Initiative theme
Health management and work-life balance
| Targets for 2030 | Targets for 2050 |
|---|---|
| (1) Reduction in turnover rate by 20% (compared to 2020) (2) Acquisition and maintenance of certification as a Certified Health & Productivity Management Organization |
(1) Reduction in turnover rate by 30% (compared to 2030) (2) Acquisition and maintenance of certification as a Certified Health & Productivity Management Organization |
All forms of data
| Work styles and systems | |
|---|---|
| Work styles |
Vacation system
Vacation system (annual leave and consecutive holiday system)
|
| Aiming to be a place where anyone can work |
Reduced working hours
Allowance for assisting child-rearing
Childcare leave
Special leave for those whose spouse is giving birth
Employees specializing in the Japanese market
Employees specializing in a specific area
|
| Work style and working environment | Fiscal 2020 | Fiscal 2021 | Fiscal 2022 |
|---|---|---|---|
| Scheduled working hours per year | 2,040hours | 2,040hours | 2,040hours |
| Unscheduled working hours per year | 151.2hours | 188.9hours | 228.6hours |
| Average overtime hours per month | 13.5hours | 16.8hours | 20.8hours |
| Total working hours per month | 167.8hours | 170.5hours | 174.3hours |
| Number of full-time employees | Fiscal 2020 | Fiscal 2021 | Fiscal 2022 |
|---|---|---|---|
| Number of full-time employees | 1075 | 1152 | 1235 |
| Turnover rate and the number of years of continuous employment | Fiscal 2020 | Fiscal 2021 | Fiscal 2022 |
|---|---|---|---|
| Turnover rate | 17.6% | 15.9% | 15.5% |
| Average years of continuous employment | Five years and two months | Five years and four months | Five years and seven months |
| Ratios of male and female employees who took childcare leave | Fiscal 2020 | Fiscal 2021 | Fiscal 2022 | |
|---|---|---|---|---|
| Ratio of employees who took maternity or childcare leave | Men | 8.0% | 20.5% | 40.5% |
| Women | 100.0% | 100.0% | 100.0% | |
| Ratio of employees who returned to work from childcare or maternity leave | 100.0% | 94.7% | 93.8% | |
Activity examples
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Establishment of Double Rainbow Leave System
This system allows employees to take seven consecutive days off twice a year. It was established not as a simple welfare program, but rather for the purposes of broadening employees' sense of values and perspectives through experiences that are only possible to have with seven consecutive days off.
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Efforts to acquire certification under the System for Excellent Corporations for Health Management
Under the Health and Productivity Management Organization Certification System, which is sponsored by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi (Japan Council on Health), the Company has been recognized for the three consecutive years of 2022, 2023, and 2024 as a corporation which excels in promoting health management in the Excellent Health and Productivity Management Organization (Large Corporation Division) category.
- Introduction of Regional Employee System
- Introduction of My Area System
- Introduction of Employee Recognition System
- Establishment of Safety Consultation Service + Plus (an employee concern consultation service)
- Introduction of GLTD System
Initiative theme
Realization of diversity and active utilization of human resources
| Targets for 2030 |
|---|
| Have put in place an environment that is rich in diversity and allows each individual to play an active role |
All forms of data
| Training program | Timing of implementation | Name of training | Details of training |
|---|---|---|---|
| Details of training for each level | Before joining our company | Support before joining our company | Staff in charge of new employees fresh out of college and senior employees deal with concerns and questions before joining our company, so that new employees can get off to a smooth start after joining our company. |
| Executive candidate training (Training for new employees fresh out of college) |
Startup training for executive candidates | Hold a group training after new university graduates join our company every year. Hold a training session related to the management ethos and philosophy of the Monogatari Corporation. |
|
| Executive candidate training | Training for new employees fresh out of college. The purpose is to assist them in acquiring important skills from the time they join our company until their promotion to restaurant managers. |
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| Employees in their second year or with a longer career Mid-career employees Staff below restaurant manager position |
Next president training | Training for acquiring the knowledge and skills necessary for promotion to a restaurant manager | |
| Restaurant manager | Training for persons with a restaurant manager qualification | Training for conveying supplementary knowledge and the mindset a restaurant manager should have so that they can make a smooth start as a restaurant manager after promotion | |
| Training for improving the abilities as a restaurant manager | Held for the purpose of updating the knowledge of restaurant managers | ||
| Area managers | Training for newly appointed area managers | Held for the purpose of helping trainees acquire the necessary knowledge and skills as newly appointed area managers | |
| Training for each purpose | International hires | Japanese-language leadership training | Training to develop the ability to take leadership in the Japanese language. |
| Restaurant support | Restaurant support through the adoption of IT | Reform of the restaurant system | Installation of a system for automating foodstuff management and submitting work shifts with a smartphone |
| Visualization of the degree of customer satisfaction and points to improve | System that improves business operations at both the head office and restaurants |
| Training achievements | FY6/23 |
|---|---|
| Training data | |
| Number of trainees | 700 |
| Hours of training per employee | Approximately 45 hours |
| Total training hours | 1,200 hours |
| Number of training sessions | 300 |
| Details of the training | Management philosophy, business manners, food hygiene, restaurant management, dealing with complaints, compliance, diversity & inclusion, harassment, logical thinking, and more |
Activity examples
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Holding the Monogatari Family Convention (a major annual event that brings all employees together)
This is a major annual event where the policies of the upper management are announced and awards are presented to employees and stores. All directly managed stores are closed, and all employees and some partners in executive positions participate. The Monogatari Family of franchise owners and their employees, as well as executives from Monogatari (Shanghai) also attend. (The event has been held online since 2020)
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Promotion of internship students from Shanghai International Studies University and Chung-Ang University of Korea
For overseas students, we have "leadership experience support" in Japan, and in addition, every year we accept two internship students each from China and Korea with the goal of instilling our management philosophy of "Smile & Sexy" within the Company.
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Implementation of a D&I promotion event under the name of Declaration Grand Prix with the
For the purpose of incorporating the making of clear statements into our company-wide culture, employees present their own ideas and goals at the Monogatari Family Convention, and the employees vote for a grand prize.
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Implementation of cross-cultural training
Every year, we conduct this training in the United States, China, and Indonesia for the Monogatari Family Convention award winners as well as employees who have been with the Company for 10 years, with the aim of deepening their philosophical actions and broadening their individual perspectives and viewpoints.
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D&I Award for Best Workplace (2021,2022,2023)
The D&I Award, is Japan's largest award for recognizing companies committed to diversity an inclusion. The Company has received the recognition of "Best Workplace for Diversity & Inclusion," the highest level of D&I Certification.
- Active recruitment of mid-career employees (those changing careers)
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Received the Grand Prix at the Indeed Hiring Awards 2023, which recognizes forward thinking hiring strategies and achievements.
The Indeed Hiring Awards were established by Indeed Japan K.K., the Japanese subsidiary of Indeed, the world’s number one job search engine*, and are an honor that is conferred upon companies for their forward thinking hiring practices and achievements. At the Awards, the Company was awarded the Grand Prix, the highest possible award, based on high evaluations of our establishment of hiring strategies and recruiting leads that result in our hiring of people from diverse backgrounds, as well as for the development of effective recruiting measures such as creating job postings that reflect needs.
*Source: Comscore total number of visits for June 2023
- Introduction of the use of maiden names as common names
- Implementation of return-to-work training for employees returning to work after maternity/paternity leave
- Implementation of post-return to work follow-up interviews for employees returning to work after maternity leave
- Establishment of consultation counter (external consultation counter for sexual minorities and persons with disabilities)
Promotion of women's participation
All forms of data
| Promotion of women's participation | Fiscal 2020 | Fiscal 2021 | Fiscal 2022 | |
|---|---|---|---|---|
| Ratio of women to full-time employees | 21.9% | 22.7% | 21.6% | |
| Ratio of women to part-time workers | 58.6% | 58.0% | 57.1% | |
| Ratio of women to people hired | 31.4% | 34.9% | 31.2% | |
| Ratio of women to employees at the assistant manager level Note: Ratio of women to restaurant managers and other managers |
16.7% | 16.1% | 16.0% | |
| Ratio of female managers Note: Ratio of women in the senior manager class or higher |
6.5% | 4.7% | 4.7% | |
| Ratio of wage gap between men and women | Full-time employees | 17.7% | 24.1% | 25.0% |
| Part-time workers | -0.7% | -1.0% | 0.5% | |
| Entire | 33.3% | 34.9% | 33.1% | |
| Ratio of women to new employees | Fiscal 2020 | Fiscal 2021 | Fiscal 2022 |
|---|---|---|---|
| Total number of new employees | 146 | 167 | 147 |
| Number of new female employees | 67 | 86 | 74 |
| Ratio of women | 45.9% | 51.5% | 50.3% |
Activity examples
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Full subsidy program for low-dose pills
As part of our efforts in the promotion of women's participation, we have introduced an employee welfare program that fully subsidizes the cost of low-dose pills, which is available for all female employees.
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Holding the Women Store Managers Convention
The purpose of this event is to create connections between our female store managers in all business categories around the nation and the human resources in managerial roles at the headquarters, as well as to move closer to being a company where decisions are made through discussions that are inclusive of many women.
- Establishment of a consultation counter
- Child care assistance pay program
- Maternity Leave Internet Guide released
Promotion of participation by international hires
All forms of data
| Full-time employment of international hires (non-Japanese human resources) | Fiscal 2020 | Fiscal 2021 | Fiscal 2022 |
|---|---|---|---|
| Ratio of non-Japanese people to full-time employees | 9.2% | 9.7% | 11.4% |
| Number of non-Japanese people employed | 101 | 114 | 142 |
Activity examples
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Concluded an agreement for scholarship and industry-academia collaboration with the Faculty of Foreign Languages at Denpasar Mahasaraswati University (Indonesia)
The Company has signed an industry-academia partnership agreement with the aims of realizing a society based on diversity & inclusion and supporting the success of students who aspire to become leaders. Since 2019, we have been conducting a scholarship program that provides scholarships to students with excellent grades who face hardships in paying for their studies.
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Actively hire international employees (overseas nationals) (21.5% of all new graduate hires. Note: 2022 results)
For more than 10 years, we have been actively recruiting international hires as they symbolize the embodiment of our company's philosophy and have the capability to bring innovation to the Company. Currently, we have 137 international hires from 15 countries (as of December 31, 2022).
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Multilingualization of Motogatari Recipe
The Motogatari Recipe is released at the beginning of each fiscal year, and summarizes our management philosophy, action guidelines, and long-term management vision. It is now available in multiple languages (Chinese and Indonesian) for the purpose of further promoting understanding.
Promotion of participation by sexual minorities
Activity examples
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Received Gold rating in the PRIDE Index for five consecutive years
The PRIDE Index 2023 was established by the private organization “work with Pride,” which evaluates workplace initiatives for LGBTQ members and other sexual and gender identity minorities. In the Index, Monogatari Corporation has been awarded the highest possible rank of Gold for five consecutive years, and we are also the first company active in the restaurant business to be awarded the Rainbow certification. The Rainbow certification was newly established in 2021 for the purpose of recognizing companies that go beyond the scope of their own independent efforts and join forces with other parties to make a medium- to long-term commitment to achieving the creation of workplaces and a society in which LGBTQ+ people can work and be themselves.
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Conduct sexual minority training and education for all employees.
We provide training related to the promotion of diversity & inclusion (D&I), in particular regarding sexual minorities, to new graduates before they join the Company, mid-career hires during their training upon joining the Company, and to partners (part time workers) during their orientation when they are hired.
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Support for Tokyo Rainbow Pride
We support Tokyo Rainbow Pride, Asia's largest event for celebrating diversity in sexuality and lifestyles, and share their aim to "create a society where LGBTQ people and other sexual minorities can live their lives positively without being subjected to discrimination and prejudice."
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Endorsement of Business for Marriage Equality, which invites contributions from companies to support marriage equality.
We endorse Business for Marriage Equality, a campaign by three non-profit organizations operating in Japan which makes visible companies that make contributions in support marriage equality (legalization of same-sex marriage).
- Introduction of Life Partnership System
- Use of common names that match self-identified gender
- Introduction of all-gender toilets (except for some stores)
- Establishment of a consultation counter (external consultation service)
Promotion of participation by persons with disabilities
Since 2021, the Monogatari Corporation has called handicapped people “persons with disabilities.”
Persons with disabilities: We started using this term for persons with disabilities because “we want to dispel the negative image of handicapped people,” and “we want persons with disabilities to feel more positive, and to engage more actively with the community around them.”
We circulate the “Book for Supporting Persons with Disabilities,” a booklet that summarizes matters related to employment of persons with disabilities, within our company, and we are making arrangements for employing persons with disabilities, describing the characteristics of disabilities and providing examples of support. In addition, we are supporting the creation of a comfortable working environment in which the persons with disabilities would become indispensable.
In August 2022, we established an outside consulting service that is dedicated to strengthening support for persons with disabilities in employment and retention.
All forms of data
| Hiring persons with disabilities | |
|---|---|
| Work environment | Currently, more than 180 persons with disabilities are working at the Monogatari Corporation, and many people are working at restaurants in the region where they live. There are some among them who joined the company after receiving training while they were enrolled at special-needs schools, and have many opportunities to work with homemakers during daytime, who work together with them every day while watching over their growth as if they were their own child. We also create opportunities for the person in charge to meet them regularly and on occasion while managing employment at the head office, and we are making company-wide efforts to create an environment in which they can be active. |
| Consideration for physical condition and respect for the individual | Disabilities and their conditions vary among people. At the Monogatari Corporation, we respect the individuality of each and every person. We hold meetings regarding employee’s wishes toward the kinds of work they will perform at the time of joining the company, match them to the kind of work that we want them to do at a restaurant, and then entrust them with a job. We give reasonable consideration to match the matters that require care for each individual, such as ensuring break time and the taking of medicines. |
| Work styles | Working hours and work styles vary among people. At restaurants, there are a variety of tasks including cooking dishes and attending to customers. Some staff prepare food for cooking, some other staff cook dishes for customers, and other staff attend to customers by serving dishes and so on. We are increasing places where individuals can flourish and play active roles, while consulting with them to check their degree of comprehension and their status of learning, and transitioning them to new work. We believe that the energetic activity of each and every individual will put smiles on the faces of customers in each region. |
| Ratio of persons with disabilities | Fiscal 2020 | Fiscal 2021 | Fiscal 2022 |
|---|---|---|---|
| Ratio of persons with disabilities | 1.86% | 2.63% | 2.91% |
Activity examples
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Endorsement of the Heart Barrier Free Plan
In support of activities aimed at creating a comfortable and secure environment for both people with and without disabilities, we educate employees on how to accommodate and think about customers with disabilities when they visit our stores.
- Promotion of the employment of persons with disabilities
- Acceptance of work experience training at special needs schools
- Endorsement of Well Fair Trade
- Support for Heart Barrier Free (universal design)
- Establishment of a consultation counter (external consultation service)