Onward Holdings Co., Ltd. (Headquarters: Chuo-ku, Tokyo; President and Representative Director: Michinori Homoto) has been promoting the "Work Style Design" employee work style reform project since August 2019, with the aim of improving productivity through operational efficiency and achieving work-life balance. We are now announcing the results for fiscal year 2025.

In fiscal year 2025, we continued to implement diverse measures, achieving significant results in improving productivity and promoting diversity. At Onward Kashiyama Co., Ltd., a core operating company, the male paternity leave acquisition rate reached 100%. Furthermore, the ratio of female managers exceeded 30%, and the ratio of female executives rose to 14.3%.

Going forward, the Onward Group will continue to promote "Work Style Design" by reforming its organizational and human resource platforms to drive business strategies that respond to the evolving market, aiming to realize "customer-centric management that leverages the diverse individuality of our employees."

[Key Topics for Fiscal Year 2025]

100% male paternity leave acquisition rate at Onward Kashiyama Co., Ltd.

Ratio of female managers at Onward Kashiyama Co., Ltd. exceeds 30%, and the ratio of executives rises to 14.3% (as of March 2026)

Management training to build organizations that embody brand concepts at Onward Corporate Design Co., Ltd.

External Recognition

Initiatives

1. 100% male paternity leave acquisition rate at Onward Kashiyama Co., Ltd.

To create an environment where anyone can take childcare leave regardless of gender or job type, Onward Kashiyama Co., Ltd. conducted online training for all sales representatives and area managers in its nationwide retail division. This training covered basic knowledge of childcare leave systems and key points for store management. As a result, male employees in sales positions, where taking childcare leave was previously less common, are now more actively participating in childcare, leading to further improvements in work-life balance.

[Feedback on Online Training on Basic Knowledge of Childcare Leave Systems and Key Points for Store Management]

"I felt it was important not only to deepen my understanding of childcare leave but also to create an environment where male employees who wish to take leave can easily consult with us." (Sales Representative, Tohoku-North Kanto Area) "I feel it is necessary for the whole team to work together to create an environment where taking consecutive days off is easy, not just for childcare leave." (Area Manager, Kinki Area)

2. Ratio of female managers at Onward Kashiyama Co., Ltd. exceeds 30%, and the ratio of executives rises to 14.3% (as of March 2026)

At Onward Kashiyama, the effects of training and career support systems aimed at promoting the appointment of women to management and executive positions have become apparent. In March 2026, one female executive officer was newly appointed. As of the same month, the ratio of women among Onward Kashiyama's executives was 14.3%. Additionally, the ratio of women in management positions reached 32.6%.

1 Mentor System

Since fiscal year 2022, we have introduced a "Mentor System" where experienced senior employees (mentors) support the career development and problem-solving of junior employees (mentees) through two-way dialogue, aiding their personal growth. Approximately 30 mentees are receiving mentoring (interviews) about twice a month.

For employees participating in the system for the first time, we conduct briefing sessions and training, and provide follow-up support for mentoring. We also hold a sharing session at the end of the fiscal year to mutually reflect on the mentoring.

This initiative, which began at Onward Kashiyama Co., Ltd., was expanded in fiscal year 2024 to include Chacott Co., Ltd., Daiwa Co., Ltd., and Island Co., Ltd. This contributes to the development of management talent across the Onward Group and fosters human resource exchange beyond individual business company boundaries. The satisfaction rating from the fiscal year 2025 participant survey was 4.3 points (out of 5).

2 Dialogue Session

Since fiscal year 2023, President and Representative Director Homoto has been holding "Dialogue Sessions" with employees to share challenges and discuss solutions for promoting diversity, aiming for the company's growth and development. By adopting a conversational format rather than a presentation format, we promote mutual understanding.

In fiscal year 2023, four female managers participated under the theme of "Women's Empowerment." In fiscal year 2025, four sessions were held on the theme of "Diversity for Promoting Innovation," with 17 diverse employees participating regardless of gender, career, or job type.

3. Management training to build organizations that embody brand concepts at Onward Corporate Design Co., Ltd.

Onward Corporate Design Co., Ltd. conducted a four-part management training program for 32 managers at the department and section chief levels.

This training aims to strengthen management capabilities required in an era of significant change, while also fostering organizations that embody the company's brand concept, "Creating 'Essence' and 'Aspiration,'" through the transformation of individual managers' awareness and behavior.

[Background of Implementation]

The company develops businesses that shape the value of companies and organizations through diverse solutions such as uniforms, spaces, and novelties. Crucial to supporting these businesses is that each employee understands the brand concept and embodies it in their daily work, customer interactions, and internal/external communications.

Managers play a vital role in setting the direction of the organization and promoting behavioral change through dialogue with their subordinates. Therefore, a systematic management training program for managers was implemented to translate the brand concept from mere philosophy into practical application in the field.

The four training sessions not only deepened understanding of the brand concept but also included practical learning on how managers can review their own management styles and interact with their subordinates and teams.

[Comments from Employees Who Participated in the Training]

Following the training, participating managers expressed the need to translate the brand concept into more concrete actions and the importance of dialogue and relationship building with subordinates.

"I have reconfirmed the importance of verbalizing what can be embodied, connecting people, and building teams that respect differences."

"I learned that to permeate the brand concept, it is first necessary to create 'room for thought.'"

"To make it easier for section members to express themselves, I want to start by creating an environment where they can easily consult with me through cheerful greetings and calls from managers themselves."

"I want to take the lead in concrete actions that embody the brand concept, while clarifying what should and should not be done."

[Comment from Onward Corporate Design Co., Ltd. HR Representative]

Through the training, we felt a heightened awareness among managers themselves to personally embrace the brand concept "Creating 'Essence' and 'Aspiration,'" and to embody it in their daily management and team operations.

We will continue to promote the creation of an organization where each employee can proactively demonstrate their value. Furthermore, by continuously supporting the improvement of management capabilities among managers and promoting the permeation of the brand concept across departmental and team boundaries, we aim to provide higher customer value and enhance corporate value.

4. External Recognition

Received the "Excellent Company Award for Career Support" at the "Mynavi Tenshoku BEST VALUE AWARD 2026"

<Press Release>

https://www.onward-hd.co.jp/release/2026/20260227_1.html

Certified as "Best Workplace" for the third consecutive year at the "D&I AWARD 2025"

<Press Release>

https://www.onward-hd.co.jp/release/2025/20251212_1.html

Registered as a "Mental Barrier-Free" Support Company in Tokyo

<Press Release>

https://www.onward-hd.co.jp/release/2026/20260209.html

Certified as a "Welfare Promotion Corporation" at Hataraku Eru 2026

<Press Release>

https://www.onward-hd.co.jp/release/2026/20260508.html

Received the Excellence Award for the second consecutive year at the "Career Ownership Management AWARD 2026"

<Press Release>

https://www.onward-hd.co.jp/release/2026/202606003_1.html

What is "Work Style Design"?

This is our company's work style reform project, where employees voluntarily take action and change their work styles with the aim of increasing productivity through operational efficiency and achieving work-life balance. It started in August 2019, and to date, we have been holding weekly meetings (nicknamed "Kaeru Kaigi" or "Change Meetings") where teams that work together daily consider "what we should do to achieve a better work style," and we are creating an environment that supports diverse work styles.

[Previous Press Releases Regarding Our "Work Style Design" Initiatives]

July 2021: Announcing the initiatives and results of Onward's work style reform project "Work Style Design"

August 2021: Held a dialogue event on "Work Style Design" reform, with approximately 180 participants

March 2022: Established a "Guidebook" to disseminate information on systems and leave related to childbirth and childcare

August 2022: Male paternity leave acquisition rate more than double the national average, reaching 27.3%

May 2023: Introduced flexible working hours and work interval systems, contributing to enhanced private time and improved productivity

December 2023: Certified as "Best Workplace," the highest rank, at "D&I AWARD 2023"

February 2024: Revised personnel system to strengthen human capital investment

August 2024: Efforts to create a comfortable working environment successful, with average years of service increasing by approximately 4 years

December 2024: Certified as "Best Workplace," the highest rank, for the second consecutive year at "D&I AWARD 2024"

January 2025: Received the "Grand Award" at the "Mynavi Tenshoku BEST VALUE AWARD"

May 2025: Received the Excellence Award at the "Career Ownership Management AWARD 2025"

October 2025: Ratio of women in management positions exceeds 30%, and turnover rate decreases by approximately 50%

December 2025: Certified as "Best Workplace," the highest rank, for the third consecutive year at "D&I AWARD 2025"

February 2026: Onward Kashiyama Co., Ltd. registered as a "Mental Barrier-Free" Support Company in Tokyo

February 2026: Received the "Excellent Company Award for Career Support" at the "Mynavi Tenshoku BEST VALUE AWARD 2026"

May 2026: Certified as a "Welfare Promotion Corporation" at Hataraku Eru 2026

June 2026: Received the Excellence Award for the second consecutive year at the "Career Ownership Management AWARD 2026"

Onward Holdings Co., Ltd. Overview

Founded in 1927 as "Kashiyama Shoten," the company operates businesses domestically and internationally in three domains: fashion, wellness, and corporate design. Leveraging the expertise of each operating company, we strive to create diverse value for consumers.

Under our mission statement, "Bringing Moisture and Color to People and the Planet (Hoshi)," we continue to advance as a "Lifestyle Culture Creation Company" that contributes to creating a life full of "moisture and color" in harmony with the planet, through "customer-centric management that leverages the diverse individuality of our employees."

Representative: Michinori Homoto, President and Representative Director

Headquarters: Onward Park Building, 3-10-5 Nihonbashi, Chuo-ku, Tokyo 103-8239

URL: https://www.onward-hd.co.jp/

FACT BOX

  • Source: PR TIMES
  • Category: 企業活動