Fast Retailing (FR) places its top priority on respecting the human rights of our customers, employees, and those working in our supply chain, ensuring their mental and physical health, security, and safety. FR’s human rights initiatives are summarized in the following seven questions and answers:

Q1.What are FR’s human rights initiatives? Q2.How does FR maintain a safe and secure working environment at partner factories? Q3.What are some of FR’s initiatives supporting the needs and development of female employees? Q4.What initiatives for employees and customers with disabilities has FR put in place? Q5.How does FR approach the hiring of refugees? Q6.How is FR endeavoring to create a safe and comfortable working environment for LGBTQ+ employees? Q7.How does FR reflect stakeholder opinions on products and stores?

• Q.1

  What are FR’s human rights initiatives?

  In accordance with the United Nations Guiding Principles on Business and Human Rights, we have established our own human rights initiatives. We established a Human Rights Committee to offer advice and supervision, to ensure that respect for human rights is guaranteed based on our policy and that business is performed appropriately. For example, the Committee gives advice and recommendations for investigation and remedial measures in the event a human rights violation comes through our company’s hotline. Furthermore, the Committee offers guidance concerning the implementation of human rights through due diligence, with preventive actions and improvement measures for identified challenges. We have also built education programs to deepen the understanding of respect for human rights.

  In accordance with the United Nations Guiding Principles on Business and Human Rights, we have established our own human rights initiatives. We established a Human Rights Committee to offer advice and supervision, to ensure that respect for human rights is guaranteed based on our policy and that business is performed appropriately. For example, the Committee gives advice and recommendations for investigation and remedial measures in the event a human rights violation comes through our company’s hotline. Furthermore, the Committee offers guidance concerning the implementation of human rights through due diligence, with preventive actions and improvement measures for identified challenges. We have also built education programs to deepen the understanding of respect for human rights.

• Q.2

  How does FR maintain a safe
  and secure working environment at partner factories?

  In the labor monitoring process, we check the compliance status of partner factories using the Fast Retailing Code of Conduct for Production Partners. The Code of Conduct stipulates the rules that partner factories must abide by, and we disclose the evaluation results on our website. FR employees visit partner factories as necessary to provide support for improvement. Furthermore, in FY 2020, we conducted training for 489 factories in 22 countries and regions to ensure that partner factories understand the Code of Conduct, the latest labor standards, and more.

  In the labor monitoring process, we check the compliance status of partner factories using the Fast Retailing Code of Conduct for Production Partners. The Code of Conduct stipulates the rules that partner factories must abide by, and we disclose the evaluation results on our website. FR employees visit partner factories as necessary to provide support for improvement. Furthermore, in FY 2020, we conducted training for 489 factories in 22 countries and regions to ensure that partner factories understand the Code of Conduct, the latest labor standards, and more.

• Q.3

  What are some of FR’s initiatives supporting
  the needs and development of female employees?

  FR has various human resources systems that enable female employees to choose the work styles that suit their life stages—for example, balancing childcare or caregiving with career development. In Japan, the FR Group implements development programs for female management candidates to build up their abilities and to eliminate unconscious bias. As of August 2020, women made up 39.2% of total management positions within the FR Group.

  FR has various human resources systems that enable female employees to choose the work styles that suit their life stages—for example, balancing childcare or caregiving with career development. In Japan, the FR Group implements development programs for female management candidates to build up their abilities and to eliminate unconscious bias. As of August 2020, women made up 39.2% of total management positions within the FR Group.

• Q.4

  What initiatives for employees
  and customers with disabilities has FR put in place?

  More than 1,000 employees with disabilities work at UNIQLO and GU stores around the world. Since FR began developing full-scale initiatives for employment of people with disabilities in 2001, the company has proactively strived to employ people with disabilities and create environments in which they can work with a sense of fulfillment. At UNIQLO stores, we have placed an emphasis on the satisfaction of customers with disabilities by implementing a special project, which aims at improving hospitality, services, and store design. It also focuses on the development of new products such as our front-opening innerwear for customers who have difficulty putting on their clothes.

  More than 1,000 employees with disabilities work at UNIQLO and GU stores around the world. Since FR began developing full-scale initiatives for employment of people with disabilities in 2001, the company has proactively strived to employ people with disabilities and create environments in which they can work with a sense of fulfillment. At UNIQLO stores, we have placed an emphasis on the satisfaction of customers with disabilities by implementing a special project, which aims at improving hospitality, services, and store design. It also focuses on the development of new products such as our front-opening innerwear for customers who have difficulty putting on their clothes.

• Q.5

  How does FR approach the hiring of refugees?

  UNIQLO has an objective to provide employment for people and families who are permitted to live in Japan permanently under recognized refugee status, as well as in other countries where we do business and refugees have the legal right to work. As of April 2020, 121 refugees were working at UNIQLO stores all over the world (63 in Japan, 11 in Germany, 28 in France, seven in Italy, six in the United States, three in the Netherlands, two in Sweden and one in the United Kingdom). UNIQLO also conducts training for store managers and employees in order to deepen their understanding of refugees. FR also organizes exchange meetings for refugee staff so that they can work with a sense of fulfillment for a long time.

  UNIQLO has an objective to provide employment for people and families who are permitted to live in Japan permanently under recognized refugee status, as well as in other countries where we do business and refugees have the legal right to work. As of April 2020, 121 refugees were working at UNIQLO stores all over the world (63 in Japan, 11 in Germany, 28 in France, seven in Italy, six in the United States, three in the Netherlands, two in Sweden and one in the United Kingdom). UNIQLO also conducts training for store managers and employees in order to deepen their understanding of refugees. FR also organizes exchange meetings for refugee staff so that they can work with a sense of fulfillment for a long time.

• Q.6

  How is FR endeavoring to create a safe
  and comfortable working environment for LGBTQ+ employees?

  By respecting sexual orientation and gender identity, FR strives to create a safe and comfortable working environment for all employees. In Japan, we have also introduced the “Partnership Registration System,” which offers employees with same-sex partners eligibility for company benefits such as special leave for weddings and funerals. Mutual understanding and tolerance is further encouraged through various efforts such as the publication of our Diversity and Inclusion newsletter, holding in-house movie screenings by a volunteer network group called “Symphony,” and organizing concerts featuring an orchestra promoting LGBTQ+ inclusion and rights.

  By respecting sexual orientation and gender identity, FR strives to create a safe and comfortable working environment for all employees. In Japan, we have also introduced the “Partnership Registration System,” which offers employees with same-sex partners eligibility for company benefits such as special leave for weddings and funerals. Mutual understanding and tolerance is further encouraged through various efforts such as the publication of our Diversity and Inclusion newsletter, holding in-house movie screenings by a volunteer network group called “Symphony,” and organizing concerts featuring an orchestra promoting LGBTQ+ inclusion and rights.

• Q.7

  How does FR reflect stakeholder opinions on products and stores?

  UNIQLO gathers and analyzes diverse data through our customer centers in all of the countries and regions where UNIQLO and its online stores operate. This information reflects customer requests for improvement of products and services, which helps us to develop and refine them. Some of these requests can be viewed on the UNIQLO website. In June 2020, we launched the AIRism Mask following the requests of many customers, and this essential item soon became a bestseller. We share all complaints received with related departments as a top priority issue for improvement. In FY 2020, we conducted a customer satisfaction survey around the world, with a 96% degree of satisfaction reported.

  UNIQLO gathers and analyzes diverse data through our customer centers in all of the countries and regions where UNIQLO and its online stores operate. This information reflects customer requests for improvement of products and services, which helps us to develop and refine them. Some of these requests can be viewed on the UNIQLO website. In June 2020, we launched the AIRism Mask following the requests of many customers, and this essential item soon became a bestseller. We share all complaints received with related departments as a top priority issue for improvement. In FY 2020, we conducted a customer satisfaction survey around the world, with a 96% degree of satisfaction reported.