The Yellow Hat Group aims to contribute to sustainability by developing a safe and secure community for people and cars, based on our principle to bring everyone involved with happiness.
〜Corporate Philosophy〜
"Bringing happiness and excitement with everyone involved,
by growing thoughtful minds."
〜Management Principle〜
Governance Structure
(1) Strategy
(Premise for scenario analysis)
In order to identify the risks and opportunities posed by climate change, we analyzed the following two scenarios.(Summary of results of scenario analysis)
The analysis under the 1.5°C scenario showed that introducing a carbon tax would increase the cost of procuring raw materials and energy, and the taxation of our CO2 emissions (Scope 1 and 2 emissions) would significantly impact our business. On the other hand, it also found an opportunity to reduce costs by improving logistics systems to build a decarbonized society.Countermeasures for risks and opportunities
1.5°C Profit and Loss Analysis
4°C Profit and Loss Analysis
(2) Indicators and Targets for GHG Emission Reduction
The following GHG emission target has been set, and we have worked on actions for reduction.Emissions in 2021 (reference year)
Reduction Targets
Our group has been working on measures based on the five fundamental policies to achieve sustainable growth while the environment surrounding the car accessory sales business is drastically changing. One of these policies is 'Make the company vibrant', which aims to make our company that can respond to the upheaval in the market under the slogan 'Bright, Energetic and Positive'. In addition, we have set the "Yellow Hat Mind" and are committed to nurturing a corporate culture that generates 'excitement' and 'happiness' among our employees.
In accordance with our corporate philosophy, "We will cultivate a compassionate heart and bring joy and inspiration to everyone involved," as well as our management philosophy and code of conduct, we have established regulations that all of our officers and employees must respect and abide by in order to raise the awareness of compliance among all employees.
We shall respect and uphold the spirit of laws, articles of incorporation, regulations, as well as act with common sense and responsibility as members of society. We shall respect the personalities and human rights of all people and shall not engage in sexual or power harassment. We shall also maintain a healthy work environment by not allowing any type of harassment to be left unnoticed.
Jun 20, 2024
Yellow Hat Ltd.
Representative Director and President Akio Kimura
behaviour policy
A consultation desk has been set up for employees who become aware of violations of laws and regulations or internal rules and find it difficult to resolve the issue at their workplaces.
We have established a consultation desk for various types of harassment.
We have established a consultation desk for internal reporting when, no matter the reason, an employee may be hesitant to report to the internal contact point.
(1) Strategy
We outlined our group's policy regarding how we attain talent diversity and develop our people to build our corporate environment.(Policy for human resources development)
It is our utmost priority to provide excellent service to our in-store customers. It is also essential to acquire specific expertise and skill sets to perform vehicle repair and maintenance. Therefore, we value in developing our people to grow as a company and align with our values. Specifically, we launched a dedicated department for education and training for all employees. We have an internal qualification system (beginner, intermediate, and advanced level) and pieces of training based on the level of customer satisfaction level, product knowledge and functional skills. We also have been promoting education for managers on management and diversity. In addition, we have committed to recruiting a diverse range of people with different work histories, regardless of gender, nationality and disabilities. We also provide reemployment opportunities for retired employees and conversion options for part-time to become.(Policy for internal environmental improvement)
We aim to create a safe workplace where employees can thrive and grow in their roles by offering our employees a wide range of support systems. In particular, we provide subsidies to obtain mechanic qualifications. Furthermore, we offer bonuses to obtain "real-estate transaction specialist" qualifications for members involved in opening new stores or "professional of Japanese damage insurance" to become an agency of car insurance.(2) Indicators and Targets
As of March 31, 2024, 20.0% of the group's executive officers were female. 51.4% of managers(above the level of section management) were mid-career employees. Currently, we proactively assign female and foreign employees in the retail department with 0 female managers and 2 foreign workers. At our subsidiaries, 17 female managers and 200 foreign workers are hired. In the future, we will further promote diversity and increase the number of female and foreign employees to make the company more vibrant.