Enhancement of Human Capital Value

Mizuno values the three Fs - Fair play, Friendship, and Fighting spirit. We strive to foster a workplace culture in which each individual upholds a fair attitude, demonstrates high morale, acknowledges the "differences" of others, and respects diversity, thereby facilitating shared joy among colleagues. By promoting the pursuit of innovative challenges, we aim to establish a vibrant corporate culture that imbues a sense of purpose and fulfillment in our people.

The Mizuno Group has designated the Chief Human Resources Officer, who is also the executive officer in charge of personnel and general affairs, as the top person responsible for human capital management. This entails promoting the acquisition of the necessary talent and organizational capabilities to realize our management plans. Acting as a corporate function, the Global Human Resources and General Affairs Department ensures alignment and drives group-wide activities, while advancing the formulation and implementation of our talent strategy.

With the declining population in Japan, the number of sports competitors is decreasing, resulting in a largely stagnant domestic sports market for the past few years. Additionally, changes in people’s behaviors and values due to the development of digital technology, and increasing instability in international affairs, have made the environment around us more uncertain than ever. Even in such an environment, we believe that in order for our group to achieve sustainable growth in business and realize our management philosophy of "contributing to society through the advancement of sporting goods and the promotion of sports.," it is necessary for each and every employee to work enthusiastically and improve profitability.

Therefore, we believe that it is important for a diverse group of employees from all generations to take on their work with a spirit of challenge, and we aim to improve both financial profit per employee and job satisfaction. In our group, we have made the fostering of talent, which promotes individual employee growth and brings business competitiveness, and improving employee engagement to build better relationships between the company and employees, the pillars of our strategy.

Mizuno takes employee requests into consideration in deciding what welfare systems to offer and currently offers a number of unique systems, including the following: 1) defined contribution pension plan, 2) long service leave system, 3) club activity promotion system, and 4) self-training support system.

Mizuno and Mizuno Technics have concluded a union-shop agreement as part of a labor agreement with Mizuno Union (comprising 1,582 union members and 969 non-union members as of March 31, 2023). To create a worker-friendly workplace environment by sharing thoughts on business conditions, checking whether working conditions are fair, and ensuring that necessary welfare systems are being offered, monthly meetings are being held multiple times by the following committees: 1) the Central Labor Management Council and Block Labor Management Councils, led by top management officers of Mizuno and Mizuno Technics, the Human Resources Department, the Labor Union Chairman, and other Labor Union officers; 2) the Labor Wage Study Group; and 3) the Health and Safety Committee.
In addition, Mizuno’s labor agreement stipulates the following rules when relocating employees: 1) employees must be informed one month ahead before being relocated to a subsidiary or being transferred to another region and 2) employees must be informed one week ahead before being transferred to another department.