We respect diverse values and drive initiatives to create an environment in which the individuality of each employee is demonstrated to the full. We have also introduced programs that support diverse workstyles, aiming to allow each one of our employees to find their daily work fun and rewarding.
In addition, we attach importance to ties between companies and society. We therefore co-sponsor community activities and engage in social contribution activities. We will thus continue to make contributions as a company that grows together with society.
We aim to allow each one of our employees to find their daily work fun and rewarding. Our goal is to build a company where diverse people respect each other’s diverse values, instead of assuming the style they should follow, and which fully considers the lives of all employees.
We have established a system that permits female employees to balance life events, such as childbirth and childcare, with career development and that enables each one of them to choose flexible workstyles. In FY2025, the percentage of employees taking childcare leave was 100.0%.
At the GEO Group, we have formulated action plans with the aim of facilitating the active participation of women and building a work environment that is comfortable for all employees.
We have introduced a same-sex partnership system.
Employees who have registered with this system are regarded as having partners in the same way as married couples. They are entitled to benefits from the company, such as congratulatory or condolence leave and congratulatory or condolence payments.
At the GEO Group, the employment rate of persons with disabilities is 2.92% (as of June 1, 2026), exceeding the statutory rate in Japan (2.7%). In 2010, we established GEO BUSINESS SUPPORT CORPORATION, a subsidiary for promoting the employment of people with disabilities. Employees of this company are working as store employees or as a team specializing in store and office cleaning services.
In January 2020, GEO BUSINESS SUPPORT received an award from the Governor of Aichi Prefecture as an excellent company in terms of employment of people with disabilities.
For the purpose of establishing an environment where each employees respect diversity, we revised the dress code to abolish gender specific descriptions and unify the rules.
Going forward, we aim to create an environment where employees feel comfortable as they are, regardless of race, age or gender.
The GEO Group believes that the sound physical and mental health of our employees is crucial to realizing our corporate philosophy of “To offer joy to your everyday life” of our customers.
Based on this belief, we will promote initiatives to maintain and promote health in order to create a positive cycle that starts with the health of our employees.
Based on our corporate philosophy of “To offer joy to your everyday life,” the GEO Group strives to ensure the health of our employees who will help us realize this philosophy. We regard the promotion of employee health as a management strategy, and declare our commitment to practical measures that will help all of our employees maintain good mental, physical and social health.
In recognition of our proactive efforts to promote the health of our employees, the GEO Group was certified under the “KENKO Investment for Health Outstanding Organization Recognition Program 2026 (Major Corporation Category)” sponsored by the Ministry of Economy, Trade and Industry (METI) and the Japan Health Council.
Learn more about「Health & Productivity Management at the GEO Group」
We have created the GEO Group Customer Harassment Guidelines in order to further enhance our safe and comfortable working environment, so that every one of our employees can work with sound physical and mental health.
By appropriately responding to customer harassment, we aim to build better relationships with our customers and business partners, and thereby provide better services in the future.
Click here for details on the GEO Group Customer Harassment Guidelines
We will build an environment tailored to diverse workstyles and will strive to ensure that each one of our employees finds their daily work fun and rewarding.
We have established an environment that permits diverse workstyles. This includes flexible working hours, which allows employees to start and finish their workday whenever they want, a local employee program that permits employees to work close to home in a specific area, without being transferred, and a work from home system, which permits employees to work at home in addition to at the office.
We also encourage male employees to take childcare leave. While the duration of the leave is one to two weeks in most cases, some employees take six months or one year of leave. We have been encouraging employees to take childcare leave, for instance by sharing stories of male employees who have taken childcare leave in the past. As a result, the level of recognition within the company has been rising.
| Childcare leave | A program that permits employees to take childcare leave if they live with and are caring for babies up to 1 year of age |
|---|---|
| Shorter working hours for childcare | A program that permits employees caring for a child until the start of elementary school to shorten their regular working hours to six or seven hours per day, in principle |
| Caregiving leave | A program that permits employees to take leave to care for Caregiving leave family members requiring care or to provide other care |
| Shorter working hours for caregiving | A program that permits employees caring for family members requiring care to shorten their regular working hours to six or seven hours per day, in principle |
| Local employee system | A program under which eligible employees will only be transferred to places that do not require them to relocate their residence |
| hourly paid leave | A program that allows employees to take up to 5 days of annual leave per year in increments of one hour |
| consecutive vacation system | A program that recommends employees with 10 or more days of annual leave remaining to take a vacation of 5 consecutive days or longer |
| Continued employ-ment after retire-ment | A program that permits employees desiring to be re-employed after retirement to renew their employment contracts |
| Childcare leave | A program that permits employees to take childcare leave if they live with and are caring for babies up to 1 year of age |
|---|---|
| Shorter working hours for childcare | A program that permits employees caring for a child until the start of elementary school to shorten their regular working hours to six or seven hours per day, in principle |
| Caregiving leave | A program that permits employees to take leave to care for Caregiving leave family members requiring care or to provide other care |
| Shorter working hours for caregiving | A program that permits employees caring for family members requiring care to shorten their regular working hours to six or seven hours per day, in principle |
| Local employee system | A program under which eligible employees will only be transferred to places that do not require them to relocate their residence |
| hourly paid leave | A program that allows employees to take up to 5 days of annual leave per year in increments of one hour |
| consecutive vacation system | A program that recommends employees with 10 or more days of annual leave remaining to take a vacation of 5 consecutive days or longer |
| Continued employ-ment after retire-ment | A program that permits employees desiring to be re-employed after retirement to renew their employment contracts |
* The table above shows our major programs related to employment and leave.
We have a number of other support programs in addition to the above.
We believe that sustainable growth depends on employees feeling a sense of fulfillment and enjoyment and proactively demonstrating their capabilities, and we therefore conduct engagement surveys of all employees twice a year.
The survey takes a multifaceted approach, measuring “satisfaction,” “sense of purpose,” “happiness,” “stress,” and “organizational health.” In the results for the second half of FY2025, the average overall engagement score was 66 (an increase of 1 point year on year).
Through an improvement cycle that includes expanding training and promoting dialogue based on survey results, we foster a culture that embraces diverse values and enhance the workplace environment, aiming to evolve as an organization together with our employees.
At the GEO Group, we respect freedom of association and the right to collective bargaining as workers’ fundamental human rights. Labor unions, including the GEO Group Labor Union, are organized within the Group, with the union membership rate reaching 99.89% as of the end of March 2026. In addition, under sound labor-management relations based on mutual trust, we have established a framework in which management and labor union representatives hold regular meetings on working conditions and management issues.
In labor-management meetings, we actively engage in discussions not only on improving compensation and working conditions, but also on realizing a work-life balance in line with the times, focusing on key themes such as the optimization of employee benefits and the thorough management of working hours, including the promotion of paid leave uptake.
Through such constructive dialogue, we are working to build an environment in which all employees can work safely and with peace of mind, while striving to sustainably enhance value across the Group as a whole.
In career development support, we take into account the Group’s evolution and the demands of a changing era, and provide training tailored to employees’ career stages to develop talent capable of contributing to our growth strategy. Alongside the efficient acquisition of the specialized skills required to perform their duties, we provide education aimed at strengthening the core personal capabilities that enable employees to respond to environmental changes and social challenges to shape their own futures.
＜Training programs for new employees＞
We provide new employees with new employee training and on-the-job training, through which they gain understanding of the company and product knowledge and learn store management, among others.
We also offer a curriculum for learning the basics of what working adults should know.
＜Training programs for existing employees＞
We offer job-class-specific training programs. Employees learn management skills, leadership skills, analytical thinking, and other skills through these programs. They make effective use of those skills in operating our stores.
We also provide America Seminar, allowing employees to learn the mechanism of chain stores through overseas visits.
＜Online internal training＞
We offer tools for acquiring the knowledge that is needed to operate stores.
Classes for understanding laws and regulations related to store operation and deepening product knowledge are included in our online courses.
Job transfers for training purposes form the basis for our employee career development. New employees start by experiencing operations at our stores, which are located all over Japan.
After acquiring knowledge and experience in store operations, they are transferred for training purposes to experience work at various departments, aiming to be specialists in fields that match their aptitudes.
The GEO Group offers opportunities for large numbers of people to experience reuse by holding events for purchasing used goods, lectures, and workshops in cooperation with local governments. Through a range of activities, we promote efforts such as the spread of reuse culture and waste reduction, aiming to help solve issues at communities.
GEO Group company 2nd STREET entered a partnership agreement for promoting reuse activities with Sapporo City in July 2025 and Yokohama City in June 2026.
The agreement aims to leverage the resources and functions of government and the private sector to jointly promote waste reduction and reuse activities, and thereby contribute to achieving a recycling-oriented society.
Working together with local government will also enable us to disseminate store information and promote our purchasing service, as well as create opportunities that enable community residents to experience reuse in a manner that is familiar.
GEO Group company 2nd STREET entered a partnership agreement for promoting reuse activities with Sapporo City in July 2025 and Yokohama City in June 2026.
The agreement aims to leverage the resources and functions of government and the private sector to jointly promote waste reduction and reuse activities, and thereby contribute to achieving a recycling-oriented society.
Working together with local government will also enable us to disseminate store information and promote our purchasing service, as well as create opportunities that enable community residents to experience reuse in a manner that is familiar.
We co-sponsor the GEO CUP, Goodwill and the Relationship Baseball Tournament, which is held in Aichi Prefecture for the development of youth baseball.
This tournament started in 2003 sponsored by Junior Baseball League Aichi (JBLA), a sports federation which plans and manages youth baseball tournaments in Aichi Prefecture.
The goal of the GEO Cup Tournament is to promote goodwill and develop relationships between the youth baseball teams and is aiming to have all of the member children be able to participate. Championship tournament games are held in approximately 70 locations within Aichi Prefecture over approximately 3 months.
The tournament will mark its 24th event in 2026.
Since 2014, the GEO Group has been donating to the Department of Clinical Oncology and Chemotherapy at Nagoya University Hospital, which is located in the same city as our head office, to aid research. Our donations help contribute to solving social issues.
“For protecting the water, green, and lives in beautiful Mount Fuji and passing it down to children as a land of their heart” We implement the Mount Fuji Cleanup Project with cooperation from companies belonging to Japan Reuse Affairs Association and the Fujisan Club, an NPO. On October 16, 2025, a total of 180 participants from approximately 28 companies including our company, gathered for a simultaneous litter cleanup.
We will continue to be involved in activities to protect the natural environment as a company that operates a reuse business and values resources.
Photo: Scene from 2024
Our “Partnership Building Declaration” advocates the creation of new mutually beneficial relationships, including strengthening partnerships with our business partners, with the aim of creating a positive cycle of growth and distribution.
In March 2023, the GEO Group announced the “Partnership Building Declaration” endorsing the objectives of the “Council for the Promotion of Partnership Building for the Future” advocated by the Cabinet Office and Small and Medium Enterprise Agency.
We will build sound partnerships with our business partners and undertake initiatives to add value throughout our supply chain.
We support the White Logistics Movement, under which initiatives are driven to address the serious labor shortage in the logistics industry with the leading role played by the Ministry of Land, Infrastructure, Transport and Tourism.
At the GEO Group, we have set out a Declaration of Voluntary Actions to Achieve Sustainable Logistics, aiming to improve productivity and efficiency and build a comfortable work environment in logistics. We are driving initiatives to improve logistics, such as the use of joint delivery and efficiency improvement of cargo handling operation in collection and delivery, with the understanding and cooperation of our business partners, logistics operators, and other related parties.
