Diversity, Equity and Inclusion

The SG Holdings Group has worked to promote DE&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.
In order to create a work environment in which all diverse human resources regardless of the divisions by gender, age, disability or nationality can work with enthusiasm, DE&I is defined as follows, and we will work to realize this goal.

The SG Holdings Group has established WakuWaku Diversity Committees to engage in Group-wide initiatives promoting DE&I. In each Group company, the President serves as the chairperson (DE&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 DE&I according to the conditions in each company. We will also accelerate the promotion of DE&I throughout the Group as a whole by promoting coordination such as the exchange of information between Group companies facing the same issues.

At SGH Diversity Day 2025, we held a seminar on the theme of communication. In Part 1, we invited an expert to deliver a lecture entitled "Tips for Building an Organization Where Diverse People Can Thrive: Understanding Equity." In Part 2, under the title of "Diversity Official Communication," the presidents and selected representatives of each Group company held a discussion on the themes of "What Makes a Workplace Feel Comfortable and Supportive in Advancing DE&I Across the Group?" and "What Is Needed for Diverse Talent to Thrive?" Through these initiatives, we are promoting DE&I.

The SG Holdings Group conducts Women's Career Support Training led by external instructors for female employees who are management candidates. The aim is to move away from an unvaried corporate culture and develop a culture that accepts and makes the most of diversity. Ultimately, the goal of the training is to equip participants with the necessary skills and mindsets to move up to decision-making levels in the company.

Since fiscal 2020, the SG Holdings Group has held internal workshops to promote understanding of LGBT matters. In fiscal 2020, these workshops were held for management, general managers, and DE&I promotion, HR, and recruitment department supervisors, all of whom are core members of DE&I promotion, while in fiscal 2021 the workshops were held for section managers. In fiscal 2022, the workshops were expanded to include assistant managers. As part of these workshops, external experts and LGBT individuals were invited to provide basic knowledge and teach participants the importance of showing that the organization is an ally, as well as the importance of creating a culture that accepts diversity. In addition, participants furthered their understanding of LGBT matters through talks by LGBT individuals. Among others, participants commented how although they had a vague understanding of LGBT, the workshops helped them to gain a clearer understanding of the difference between sexual orientation and identity through the experiences and concerns of LGBT individuals.

We distribute stickers as ALLY merchandise to employees who have attended LGBT seminars and basic training videos and agreed to the ALLY Declaration. By placing these stickers on their PCs and mobile phones, employees can help spread the ALLY message. To date, we have distributed a total of 4,200 stickers.

Since 2021, we have operated an LGBT consultation desk to provide a variety of advice relating to sexual identity and sexual orientation in the workplace. External experts with knowledge and understanding of LGBT issues provide advice for a variety of people such as LGBT individuals and allies.

The rate of employment of persons with disabilities rose significantly from 2.62% in FY2020 to 4.10% in FY2025. Currently, 415 employees with disabilities are contributing in roles such as parcel sorting. (Add if necessary) We are also working to expand the employment of persons with disabilities across the logistics industry by holding information-sharing sessions with other companies in the same industry and hosting site visits.

• Labor Practices
• Career Support and Training Programs
• Diversity, Equity and Inclusion
• Work-life Management
• Employee Engagement
• Respect for Human Rights
• Health Management
• Promoting Sustainable Procurement