OLIVE YOUNG established the OLIVE YOUNG Human Rights Management Declaration in 2024 to respect the human rights of its employees as well as customers, partners, local communities, and other stakeholders. Through the declaration, we publicly affirm our respect for and support of the Universal Declaration of Human Rights and the UN Guiding Principles on Business and Human Rights, and our compliance with human rights and labor laws in every country and region where we operate.
The declaration sets out commitments to, among other things, monitor and improve human rights risks, foster a culture of respect for human rights in the workplace, operate an online reporting system, and spread a culture of human rights through communication with stakeholders.

Human rights due diligence is a self-assessment and on-site audit program conducted under the Human Rights Management Declaration to systematically identify and improve human rights risks across business activities. OLIVE YOUNG conducted its first human rights impact assessment in 2025 and plans to identify and address human rights issues in the field every year.

Human Rights Due Diligence Process

1. 

   Planning and Checklist Development

   Developing and implementing a checklist of key due diligence items reflecting OLIVE YOUNG's business

2. 

   Self-Audit

   Conducting checklist-based Self-Audits

   • Selecting target sites in consideration of the level of human rights risk
3. 

   On-Site Audits and Interviews

   Conducting checklist-based on-site audits and interviews

   • Targeting lower-scoring sites based on Self-Audit results
4. 

   Improvement Tasks and Response Measures

   Deriving short-, mid-, and long-term improvement tasks and response measures from audit results

   • Reflecting the results in the 2026 human rights management implementation plan

Based on our Human Rights Management Declaration and CJ Group's DE&I policy, OLIVE YOUNG provides all employees with equal and fair opportunities for growth to attract diverse talent. We also take an active role in the employment and advancement of women.

As of 2025, women account for 51% of all managers and 52% of executives, and we continue to broaden diversity within the organization by developing women leaders.

• 2023: female executives 8, female managers 65
• 2024: female executives 10, female managers 90; year on year, executives +2, managers +25
• 2025: female executives 15, female managers 105; year on year, executives +5, managers +15

We operate support systems spanning the full life cycle, from pregnancy and childbirth to raising children, so employees can stay focused at work while balancing work and family.

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  Maternity Protection

  Guaranteed time for prenatal checkups and reduced working hours for needs such as high-risk periods of pregnancy and newborn care

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  Childcare Support

  Paternity leave support and parental leave of up to two years. Reduced working hours for childcare and urgent care needs, and care leave available for employees with children entering elementary school

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  Family Care Leave

  Up to 10 days of leave per year and up to 90 days of care leave when family care is needed due to illness, accident, old age, or childcare

We develop specialists in OLIVE YOUNG's core capability areas, including merchandising, sales, and IT, through function-specific development systems.

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  Merchandising Specialists

  Centered on the MD Academy, we operate development tracks for domestic and global MDs, offering hands-on training in areas such as data analysis, strategic planning, and marketing. A separate academy strengthens product development capabilities for BMs (brand managers), who develop and manage our own brands.

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  Retail Specialists

  We assess potential and capability from the selection stage and provide step-by-step job training so store members can grow into experts in the field. The Global Store Language Course (GLC) in English, Japanese, and Chinese is mandatory at all stores in global tourist districts, raising the quality of service for international customers.

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  IT Specialists

  We continue to expand investment in IT talent in step with our omnichannel growth. The developer-led IT Development Academy, in-house tech seminars, and our tech blog support learning and knowledge sharing, and graduates go on to contribute to advancing personalized recommendation services in teams such as the dedicated AI organization.

OLIVE YOUNG fosters a learning culture in which members take the lead in their own learning. We help individual growth become organizational capability through voluntary shared learning programs.

Learning CON

Our largest in-house learning conference, where members from across departments take the stage to share how they work and what they have learned. Since its first edition in 2024, it has become a company-wide learning festival.

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  Learning Cell

  An in-house shared learning program in which members become instructors and share their knowledge and know-how with colleagues. New topics open every month, from business and value chain fundamentals to practical skills and hands-on field courses.

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  Learning Pick

  A self-directed learning program that helps store members choose the training they need and grow into sales experts. Courses cover store operations, business insights, digital skills, and more.

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  Learning Crew

  A study-group format in which four to eight members with the same learning goal study together and share knowledge. It runs in four types: knowledge acquisition, upskilling, certification, and side projects.

Safety and Health Management Policy

① OLIVE YOUNG puts the safety and health of customers and employees first.
② OLIVE YOUNG faithfully complies with safety and health laws, standards, and social expectations.
③ OLIVE YOUNG identifies workplace hazards early and improves them quickly.
④ OLIVE YOUNG builds and shares a safety-first culture in which employees and partners (franchisees and partner companies) participate together.

Safety and Health Management Principles

① Practicing a safety-first culture
② Strengthening effective prevention
③ Expanding employee and partner participation
④ Complying with safety and health laws

Risk Assessments

OLIVE YOUNG operates a safety and health risk management system covering headquarters, logistics centers, and stores nationwide, led by the Safety Management Team. We regularly conduct risk assessments at every site to identify and address hazards in the work environment and work processes in advance, considering the safety not only of employees but of customers as well. Logistics centers and stores run emergency response drills, while headquarters runs company-wide safety and health training and safety awareness surveys to continuously gauge members' safety awareness.

Risk Assessment Process

1. 

   Preparation

   Setting the scope and method of the risk assessment

2. 

   Hazard Identification

   Conducting checklist-based inspections

3. 

   Risk Determination

   Assessing risk levels and making final determinations

4. 

   Mitigation Planning and Implementation

   Prioritizing identified risks; developing measures for each risk

5. 

   Recording and Review

   Training responsible staff and sharing knowledge company-wide

OLIVE YOUNG carries out a wide range of safety and health prevention and management activities. Notably, we conduct regular CPR training to build emergency response capabilities for unexpected incidents, and we carry out electrical safety inspections at stores to prevent accidents such as electric shock and fire.

• Regular CPR training
• Electrical safety inspections to prevent electric shock and fire
• Statutory safety and health training under the Occupational Safety and Health Act
• Development and distribution of disaster prevention and crisis response guidelines