Diversity and Inclusion


The SG Holdings Group has worked to promote D&I as a way to grow as a company with a competitive edge that respects diverse values, with a flexible decision-making process and a variety of perspectives. We want to create a workplace environment where diverse personnel feel comfortable and enthusiastic about working without divisions by gender, age, disability or nationality. Until now, the logistics industry as a whole has been characterized by men accounting for a high percentage of workers, and the Group currently recognizes the promotion of women’s participation in particular to be one of the most important issues within diversity. We are implementing a variety of measures across the Group with the aim of increasing the share of our earnings generated by women to 30%.


The SG Holdings Group has established WakuWaku Diversity Committees to engage in Group-wide initiatives promoting D&I. In each Group company, the President serves as the chairperson (D&I Manager) and the Administration Department Manager serves as the vice chairperson, working with committee members within the company to draft and implement measures to promote D&I according to the conditions in each company. We will also accelerate the promotion of D&I throughout the Group as a whole by promoting coordination such as the exchange of information between Group companies facing the same issues.

Goals and Results

Medium- to Long-term Goals

Boundary Medium- to Long-term Goals Goal Deadline Results in FY 2020
SG Holdings Group (Japan) Percentage of female employees 35% March 31, 2024 33.9%
Female Managers Ratio 10% March 31, 2024 9.23%
Appointment of female executives - - 2 persons
Percentage of employees with disabilities Statutory rate* March 31, 2022 2.35%

*[Reference] The statutory rate mandated by the Ministry of Health, Labour and Welfare for companies in the private sector is 2.3% (as of April 1, 2021)

Female Employee Ratio
Female Employee Ratio
Female Managers Ratio
Female Managers Ratio


Initiatives Promoting Understanding of D&I

Distribution of "HITO" Group-wide Web Newsletter on D&I

The "HITO" Group-wide web newsletter on D&I is periodically distributed on the internal portal website. It is a tool that aims to foster a culture in which diverse personnel can actively participate by providing a deeper understanding of D&I to employees. It includes messages from top management, interviews with diverse employees working within the company, pioneering examples in other companies and introductions of employees who have achieved a good work-life balance to provide a boost for fulfilling ways of life of employees.


Implementation of the Diversity Awards Internal Awards System

Every year, the SG Holdings Group implements the Diversity Awards system providing awards for good examples focused on the promotion of D&I within the Group. It covers initiatives by Group companies aimed at active participation by a diverse range of personnel (supporting balance with childcare and nursing care, LGBT, people with disabilities, senior citizens and employees who are foreign nationals). A total of 100 applications were made from locations nationwide for the 2020 Diversity Awards, including initiatives such as "Establishing an employees' working environment and formulating an evaluation system utilizing a woman's perspective in the internal delivery, cleaning and security business" and "Holding Papa and Mama round table talks online for junior employees."

Diversity Awards
Diversity Awards

Holding D&I Seminars for Management and General Managers

We hold seminars for management and general managers in each company for the purpose of providing a deeper understanding of D&I and reflecting it in management strategy. On SGH Diversity Day 2020, three external experts were invited to conduct a talk session on the theme of "People and companies continuing to innovate by accepting diversity."

Diversity Day
Diversity Day

Creating a Work Environment Friendly to Women

Women's Career Support Training

The SG Holdings Group conducts Women's Career Support Training led by external instructors for female employees who are management candidates. The women learn the importance of D&I and business skills through discussion with executives and group managers. Taking hints from the discussions with active female managers, these women also create a vision for their own individual careers and action targets to realize that vision.

Creating an Environment for Expanding Occupational Opportunities for Women

We are actively striving to create an environment where women can work in the types of jobs that have been primarily the domain of men.

Sagawa Express has introduced swap body vehicles as a way of creating opportunities for a diverse group of employees, including women. In swap body vehicles, the cargo bed where the packages are loaded can be separated from the truck cab. The driver does not need to load or unload the freight from the vehicle. The cargo beds can simply be "swapped," and then the driver can set out for the destination. As drivers can focus on driving, women and other people with concerns about physical strength can also do this job, enabling the provision of employment opportunities for the right person for the right job. SG Motors, which is in the business of vehicle maintenance and sales, already employs female mechanics. In instances that require manual labor, for example, to lift heavy items, special tools can be supplied that might allow women to perform these tasks without undue wear-and-tear on their bodies. We want to create a work environment that allows employees to work in a variety of areas, without regard to gender.

Promotion of Understanding and Creation of Systems for LGBT

LGBT Seminar

The SG Holdings Group holds workshops for promoting understanding of LGBT issues for management, general managers, D&I promotion personnel and HR and recruitment personnel in Group companies that are core members of the promotion of D&I. In fiscal 2020, external experts and LGBT individuals were invited to provide basic knowledge on LGBT issues, knowledge on the fact that a culture that accepts diversity leads to the acquisition of talented personnel, and the importance of showing and visualizing the stance of an organization being an ally, and a deeper understanding of LGBT issues by hearing the opinions of LGBT individuals. People who participated on the day offered comments such as "I gained a renewed awareness of the need to respect and not intrude on others regardless of whether they are LGBT" and "I reaffirmed that I unfortunately still have a sense of discomfort about diversity."

Establishment of LGBT Consultation Desk

In April 2021, an LGBT consultation desk was established to provide a variety of advice on working related to sexual identity and sexual orientation. External experts with knowledge and understanding of LGBT issues provide advice for a variety of people such as LGBT individuals, and people who understand and support LGBT.

Workplaces Employing People with Disabilities

Hosting Special Education Students for Work Experience

Sagawa Global Logistics, which operates a logistics business, provides ongoing workplace experience in partnership with special schools in each region.

First-year students of high school become familiar with logistics operations through visits to workplaces. In the second year and beyond, they undergo practical training in preparation for future employment, and the Group hires students with such experience each year. Since alumni look after younger employees from the same school after they are hired, guardians tell us a comfortable work environment is created that allows them to feel a sense of security.

Creating a Work Environment Friendly to Seniors

Cases of Hiring Older People to Work at Sagawa Global Logistics

The shortage of labor is getting more serious, becoming a real social issue, while demand for logistics services is growing every year. The logistics business is no exception. Sagawa Global Logistics is in the logistics business, and in its workplaces, it directly employs many older workers, alongside workers from the Silver Human Resources Center, and others from subcontractors. Many people age 60 and over bring their abundance of experience and make a valuable contribution.

Many workers age 65 and above are also receiving pensions, and need to adjust their shifts to meet their own needs. Meanwhile, seasonal adjustments to the number of employees need to be made due to waves of busy periods and quiet periods according to the volume handled in workplaces within warehouses, and there are benefits for both sides.

At the operations center, senior workers are involved mainly in distribution process procedures such as picking, inspection, price-tagging, and packing. The average work history of the workers age 60 and above is long, at about 10 years. Because they can be relied on to work in shifts, we think they will be an even more important component of our workforce going forward.

The Silver HR Center
What is the Silver HR Center?
The Silver HR Center is a public-service corporation with branches certified by prefectural governors, which finds temporary, short-term, or light jobs that are closely tied to their localities and suitable for senior citizens. It accepts requests from companies, families and public bodies, and assigns members, who are generally at least 60 years of age.

In Kitakyushu, Sagawa Express Offers Delivery Services Staffed by Silver Employees

At the Sagawa Express Kitakyushu Sales Office, some delivery services that do not require a vehicle have been performed by personnel assigned by the Kitakyushu Silver HR Center since August 2017.

In Kitakyushu, where the population is aging, the local government has faced the problem of increasing the employment rate of the elderly. This initiative is a three-party alliance agreement between the Kitakyushu Sales Office of Sagawa Express, Kitakyushu Silver HR Center and the city government to work with outside partners to offer delivery services because the declining population was expected to make it hard to hire sufficient personnel in future. The delivery personnel use hand carts and bicycles to deliver mail and small packages from small logistics sites. The city is divided into very small service districts, so the depots work closely with customers in their immediate area. This results in a higher level of service, providing employment support for senior workers and achieving a high degree of customer satisfaction.

This initiative was recognized with the Grand Prize in the Work Style Reforms category in the Diversity Awards 2019, which is our internal commendation system to promote diverse working styles.

Building an Organization of Diversity and Inclusion