General Employer Action Plan Under the Act on the Promotion of Women’s Active Engagement in Professional Life

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  2. Sustainability
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  4. General Employer Action Plan Under the Act on the Promotion of Women’s Active Engagement in Professional Life

At the K's Denki Group, we are committed to actively hiring new female graduates with the goal of continuously developing future female managers.

K’s Denki Group Common Target

We aim to become an L-boshi accredited company!

  1. We set a goal of ensuring that more than 30% of new graduate hires are women.
  2. To achieve work-life balance, we aim to keep the average total number of overtime and holiday work hours below 45 hours per month in the most recent fiscal year.

Action Plan for Each Group Company

K’S HOLDINGS CORPORATION

The First Home Appliance/Electronics Retailer to Achieve L-boshi - Level 3 Accreditation!

In July 2017, we received the L-boshi accreditation* from the Ibaraki Labour Bureau.
The Company met the standards in all categories, including recruitment, continued employment, working hours, management ratio, and diverse career paths, achieving the highest rank (Level 3 accreditation) at the time of certification.

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

L-boshi accreditation mark

Status of Initiatives Related to L-boshi Accreditation (As of April 2026)

We have met all five accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

  • (1) [Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
    Women: 1.68 × 0.8 < Men: 2.45
  • (2) [Continued Employment] Average length of continuous service by gender in the most recent fiscal year:
    Women: 13.8 years / Men: 18.2 years = 0.76 ≧ 0.7
  • (3) [Work Hours and Working Style]
    Total monthly overtime and holiday work hours are kept below 45 hours.
  • (4) [Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
    Women: 7.15 / Men: 4.76 = 1.50 > 0.8
  • (5)[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
    • (i) Conversion from non-regular to regular employment: 2 people
    • (ii)Transfers between employment categories to support women's career advancement: 1 person

The table below can be scrolled horizontally.

1. Planned Period From Apr. 1, 2022 to Mar. 31, 2027
2. Targets
  • (i)Increase the percentage of female managers to 5.0% or more.
  • (ii)Reduce the total average monthly overtime hours for regular employees by 10% compared to the results of the most recent fiscal year.
3. Initiatives
  • (i)
    April 2022
    Reinforce awareness of comprehensive programs such as maternity leave, childcare leave, and reduced working hours through level-specific training.
    (Introducing role models, sharing real-life experiences, and providing relevant information)
    July 2022 -
    Begin review of training curriculum.
    November 2022 -
    Conduct training for both male and female candidates (to be held annually during the planned period).
    (Consider offering lectures by female managers, focusing on mindset transformation and skills development support.)
  • (ii)
    April 2022 -
    Each month, check year-over-year changes (increases/decreases) for each month.

    Each month, track minor overtime (on the order of a few minutes) on a daily basis, and monitor how well supervisors are aware of this and if any reminders are being issued.
    (Promote the elimination of passive overtime and prolonged overtime.)

    Each month, conduct interviews or issue reminders to offices where the pace of overtime increases during the month.

Denkodo Co., Ltd.

L-boshi - Level 3 Accreditation

In August 2024, we received the L-boshi accreditation* from the Miyagi Labour Bureau.
The Company met the standards in all categories, including recruitment, continued employment, working hours, management ratio, and diverse career paths, achieving the highest rank (Level 3 accreditation).

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

L-boshi accreditation mark

Status of Initiatives Related to L-boshi Accreditation (As of April 2026)

We have met all five accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

  • (1)[Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
    Women: 1.7 × 0.8 < Men: 4.41
  • (2)[Continued Employment] The percentage of male and female workers hired 10 fiscal years ago and in the surrounding fiscal years who are still employed in the most recent fiscal year.
    Women: 0.56 / Men: 0.8 = 0.7 ≦ 0.8
  • (3)[Work Hours and Working Style]
    Total monthly overtime and holiday work hours are kept below 45 hours.
  • (4)[Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
    Women: 0.08 / Men: 0.17 = 0.47 < 0.8
  • (5)[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
    • (i) Conversion from non-regular to regular employment: 5 people
    • (ii)Transfers between employment categories to support women's career advancement: 94 people

The table below can be scrolled horizontally.

1. Planned Period April 1, 2025 to March 31, 2030
2. Targets
  • (i)
    Increase the percentage of female hires among new graduates to 30% or more.
  • (ii)
    Ratio of women in managerial positions: 5.0% (assistant store manager and deputy section manager and above)
3. Initiatives
  • (i)
    Raise management awareness among managers
    May 2025 -
    Create an environment in which employees can play an active role and demonstrate their abilities regardless of gender, and consider management training content to raise awareness of human resource development.
    November 2025 -
    Implement management training for managers.
  • (ii)
    Career awareness reform for female employees
    May 2025 -
    Examination of training content for the purpose of changing the career awareness of female employees and developing female managers.
    September 2025 -
    Career plan training for female employees.
    October 2025 -
    Providing model cases, career support, and information on the active participation of female employees so that female employees can take on various challenges.
  • (iii)
    Initiatives for mutual understanding of diverse work styles
    June 2025 -
    Consider methods for re-publicizing the enhanced system to realize and improve work-life balance regardless of gender
    October 2025 -
    Dissemination of enhanced systems and implementation of initiatives to realize and improve work-life balance.

GIGAS CORPORATION

The table below can be scrolled horizontally.

1. Planned Period From Apr. 1, 2024 to Mar. 31, 2027
2. Targets
  • (i)Ensure that the percentage of women hired through new graduate recruitment and mid-career recruitment is 30% or more.
  • (ii)
    Work to create an environment where employees who wish to can utilize the existing support systems related to childcare, and maintain the following levels of childcare leave and related benefits during the planning period:
    • Spousal childbirth leave utilization rate: 60% or more
    • Male employees taking childcare leave: 5 or more
    • Female employees' childcare leave utilization rate: 90% or more
3. Initiatives
  • (i)
    April 2024 -
    Communicate to job seekers via the company website, recruitment pages, and company briefings that we are working to create a long-term and more accommodating work environment, offering programs such as childcare leave, nursing care leave, reduced working hours for childcare, and general and clerical position system.
  • (ii)
    April 2024 -
    Utilize the internal intranet and management training to raise awareness of these programs, while monitoring their usage. Additionally, improve the methods of communicating and promoting these programs to encourage greater utilization.

KANSAI K’S DENKI CO., LTD.

L-boshi - Level 2 Accreditation

In October 2024, we received the L-boshi accreditation* from the Ibaraki Labour Bureau.
The company met the standards in all categories, including recruitment, continued employment, working hours, and management ratio, achieving level 2 accreditation.

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

L-boshi accreditation mark

Status of Initiatives Related to L-boshi Accreditation (As of April 2026)

We have met four accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

  • (1)[Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
    Women: 2.06 × 0.8 < Men: 2.97
  • (2)[Continued Employment] The percentage of workers hired 10 fiscal years ago and in the surrounding fiscal years who are still employed.
    Women: 0.38 / Men: 0.42 = 0.9 ≧ 0.8
  • (3)[Work Hours and Working Style]
    Total monthly overtime and holiday work hours are kept below 45 hours.
  • (4)[Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
    Women: 0.33 / Men: 0.04 = 8.25 > 0.8
  • (5)[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
    • (i)Conversion from non-regular to regular employment: 3 people
    • (ii)Transfers between employment categories to support women's career advancement: 1 person

The table below can be scrolled horizontally.

1. Planned Period April 1, 2026 to March 31, 2031
2. Targets
  • (i)Ratio of women in managerial positions: 5.0%
  • (ii)The average total number of hours of statutory overtime and working hours on statutory holidays shall be less than 40 hours per month, reduce from the results of the most recent fiscal year.
3. Initiatives
  • (i)
    April 2026 -
    Introduction of various role models and examples of various career paths for young employees.
    April 2026 -
    Proactively create opportunities for contact and interaction with working women in management positions.
    November 2026 -
    Conduct internal training to raise the awareness of managers with the aim of promoting the career advancement of women.
    April 2027 -
    Conduct an awareness survey on career paths and provide opportunities to develop managers by class
  • (ii)
    April 2026 -
    Check the causes of overtime and provide guidance on reducing overtime to people and departments that have a large amount of overtime every month.
    April 2026 -
    Check the year-on-year change on a monthly basis.
    April 2026 -
    Check the amount of overtime work (a few minutes) and the number of times it takes place at each business site to raise awareness.
    (Elimination of "idle overtime" and "lazy overtime")

BIG･S CO., LTD.

The table below can be scrolled horizontally.

1. Planned Period April 1, 2026 to March 31, 2029
2. Targets
  • (i)Aim to maintain the ratio of female hires among new graduates at 40% or more.
  • (ii)In order to achieve a work-life balance,the average total number of hours of statutory overtime work and statutory holiday working hours shall be less than 30 hours per month in the most recent fiscal year and aim for a reduction from the results of the most recent fiscal year.
3. Initiatives
  • (i)
    April 2026 -
    Promote female participation in joint job fairs, company briefings, and as interviewers.
    April 2026 -
    Promote the fact that we provide a work environment that is supportive for women, including the acquisition of the Platinum Kurumin mark.
    September 2026 -
    Communicate and raise awareness about the company's robust evaluation system and career advancement programs through meetings and training sessions.
  • (ii)
    April 2026 -
    Provide monthly feedback on results to each store for awareness and education.
    April 2026 -
    For individuals or departments with high overtime hours, investigate the causes and provide guidance on reducing them.

Hokuetsu K’s CO., LTD.

L-boshi - Level 3 Accreditation

In December 2022, we received the L-boshi accreditation* from the Niigata Labour Bureau.
The Company met the standards in all categories, including recruitment, continued employment, working hours, management ratio, and diverse career paths, achieving the highest rank (Level 3 accreditation).

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

L-boshi accreditation mark

Status of Initiatives Related to L-boshi Accreditation (As of April 2026)

We have met all five accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

  • (1) [Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
    Women: 1.6 × 0.8 < Men: 2.8
  • (2)[Continued Employment] The percentage of male and female workers hired 10 fiscal years ago and in the surrounding fiscal years who are still employed in the most recent fiscal year.
    Women: 0.5 / Men: 0.54 = 0.92 > 0.8
  • (3)[Work Hours and Working Style]
    Total monthly overtime and holiday work hours are kept below 45 hours.
  • (4)[Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
    Women: 0.33 / Men: 0.06 = 5.5 > 0.8
  • (5)[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
    • (i)Conversion from non-regular to regular employment: 1 person
    • (ii)Transfers between employment categories to support women's career advancement: 41 people

The table below can be scrolled horizontally.

1. Planned Period April 1, 2025 to March 31, 2028
2. Issues
  • (i)There are few female applicants in new graduate recruitment, resulting in a low number of female hires.
  • (ii)Few male employees take childcare leave.
3. Targets
  • (i)Ensure that the percentage of women hired through new graduate recruitment is 30% or more.
  • (ii)Achieve a childcare leave utilization rate of 50% or more for male employees and 90% or more for female employees.
4. Initiatives
  • (i)
    April 2025 -
    Promote the company as a workplace where women can thrive during corporate guidance sessions and company briefings (continued during the recruitment period).
  • (ii)
    April 2025 -
    Work to create an environment where employees who wish to can utilize support systems related to childcare.

KYUSHU K’S DENKI CORPORATION

L-boshi - Level 2 Accreditation

In December 2022, we received the L-boshi accreditation* from the Ibaraki Labour Bureau.
The company met the standards in all categories, including recruitment, continued employment, working hours, and management ratio, achieving level 2 accreditation.

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

L-boshi accreditation mark

Status of Initiatives Related to L-boshi Accreditation (As of April 2026)

We have met four accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

  • (1)[Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
    Women: 2.55 × 0.8 < Men: 4.29
  • (2)[Continued Employment] The percentage of workers hired 10 fiscal years ago and in the surrounding fiscal years who are still employed.
    Regular employees　Women: 8.52 / Men: 11.40 = 0.74 ≧ 0.7
    Non-regular employees　Women: 12.42 / Men: 11.92 = 1.04 ≧ 0.7
  • (3)[Work Hours and Working Style]
    Total monthly overtime and holiday work hours are kept below 45 hours.
  • (4)[Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
    Women: 0.160 / Men: 0.183 = 0.87 > 0.8
  • (5)[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
    • (i)Conversion from non-regular to regular employment: 5 people
    • (ii)Transfers between employment categories to support women's career advancement: 1 person

The table below can be scrolled horizontally.

1. Planned Period April 1, 2026 to March 31, 2028
2. Targets
  • (i)Set a goal to maintain a rate of 40% or more for female hires in new graduate recruitment during the planned period.
  • (ii)Set a goal to reduce the total average monthly overtime hours for regular employees by 10% compared to the results of the most recent fiscal year.
3. Initiatives
  • (i)
    April 2026 -
    Promote the fact that we provide a work environment where women can thrive by involving women in company briefings (continued during the recruitment period).
    April 2026 -
    Promote the fact that we provide a work environment that is supportive for women, including the acquisition of the Platinum Kurumin and L-boshi mark.
  • (ii)
    April 2026 -
    Each month, check year-over-year changes (increases/decreases) for each month.
    Each month, check for small amounts of overtime (on the order of a few minutes) and the number of times it does so on a daily basis, and monitors the situation and raises awareness of supervisors (promoting the elimination of "idle overtime" and "lazy overtime").
    Each month, conduct interviews or issue warnings to offices where the overtime pace during the month is on the rise.

K’S DENKI TECHNICAL SUPPORT CORPORATION

The table below can be scrolled horizontally.

1. Planned Period April 1, 2026 to March 31, 2028
2. Targets
  • (i)During the planned period, achieve a target of having three or more female managers.
  • (ii)Increase the ratio of women among new hires to 25% or more.
  • (iii)The average total number of hours of statutory overtime and working hours on statutory holidays shall be less than 30 hours per month, reduce from the results of the most recent fiscal year.
3. Initiatives
  • (i)
    April 2026 -
    Implementation of training for female employees before reaching managerial positions for the purpose of developing managerial positions.
  • (ii)
    April 2026 -
    Inform job seekers through its website and job offer pages, etc., that the Company is working to create a workplace environment that is easier for women to work in for a long period of time, such as childcare leave, nursing care leave, shortened working hours for childcare, and systems for career-track and general administrative positions, and that many women are already active in the Company.
  • (iii)
    April 2026 -
    Remind all employees to take breaks and refrain from unnecessary overtime work by using the internal intranet.

K’S CAREER STAFF CORPORATION

The table below can be scrolled horizontally.

1. Planned Period April 1, 2025 to March 31, 2030
2. Targets
  • (i)Increase the ratio of women among hires to 40% or more.
  • (ii)Have at least one employee take childcare leave within the target period.
3. Initiatives
  • (i)
    April 2025 -
    Promote the Company's efforts to ease commuting during pregnancy, take maternity leave before and after childbirth, and create an environment on its online job offer page.
  • (ii)
    April 2025 -
    Tracking and listing of candidates for childcare leave.

Sustainability

Sustainability Management
Engagement
K’s Denki Services and
Store Development
E (Environment)
S (Social)
G (Governance)
ESG Data
Social Recognition