We spoke with Momosaki, a PBP who had just returned to work after her second childcare leave.

What did you honestly think when you knew that Shiseido was going to change how the system, regarding the work style of employees taking time for childcare, was operated ?

(Momosaki) When I was first informed about it, I honestly wondered if I would be able to work the late shift, weekends, and holidays. I was also worried about how I would pick up my children. But I never thought about quitting my job. I had to figure out how I would manage it, and, with the help of my husband, I made it.

What has kept you working?

(Momosaki) I was in charge of one of our specialty cosmetics stores at that time. I enjoyed my job and found it rewarding to find ways to enhance customer satisfaction. I was also very fortunate to be in a really supportive environment with the understanding of those around me. I wanted to fulfill my responsibilities and live up to expectations.

Looking back on your career, what has been the significance of continuing your career, and what do you hope to achieve in the future?

(Momosaki) I am currently in a position to train and support Personal Beauty Partners. As a person who has been balancing work and family, I believe I am well aware of the situations and feelings of employees during their childcare period. It was difficult to balance both, and of course there were times when I wanted to give up, but now that I have continued my career, I believe that I can support junior employees who are facing the same problems I was facing at that time. I would also like to show my gratitude for the support I have received so far by passing it on to the colleagues that are around me in the workplace now.

On the other hand, how did the Personal Beauty Partners around her, who were not taking childcare time, view the situation at that time? We asked Ms. Kinoshita, who supported a department store where many employees were raising children as a training supervisor at the time.

What was the situation at the Shiseido counters of department stores before the changes in the operation of the system ?

(Kinoshita) At that time, there was an unspoken consideration that employees taking childcare time would not be needed to work early, late, or holiday shifts. Although we understood the difficulties of the childcare period, the workload the employees around them needed to cover was increasing, and unspoken dissatisfaction was growing. Inevitably, this had an impact on the performance of the team.

How has the reform of the work style for Personal Beauty Partners affected such a field?

(Kinoshita) The announcement of the changes in the way the system operated prompted employees who had previously worked shorter hours for childcare to rethink the fact that they were able to work without taking the early, late, or holiday shifts with the support of those around them, such as their colleagues and family. And they started to work the early and late shifts, as well as on weekends and holidays. Employees without childcare experience also began to think that one day they might be in a position where they would need to be supported by others. I think it was a good opportunity for both employees who were raising children and those who were not to think about each other’s situations and how we could support each other.

– After the interview –
What have the “Work Style Reforms for Personal Beauty Partners (Shiseido Shock)” brought about?

I believe that the work style reforms for Personal Beauty Partners have benefitted all employees, not just those with childcare responsibilities but also those around them.
It has been a good opportunity for everyone to think about how they would personally handle the various events that occur in life, not only the negative ones but also the positive ones.
These work style reforms were undertaken to improve issues facing the company, but I believe that the objectives have only now been understood properly by society and that we have presented society with the following three insights: “Employees taking care of children should also be eligible for career growth,” “Partners should participate should participate in housework and childcare,” and “An inclusive work environment is created through understanding and changes in behavior by all employees.”

Outcome 1: “Career growth for employees with children”

As mentioned in Ms.Momosaki's story, even during her childcare period, she was entrusted with a lot of responsibility, which made her work rewarding and enjoyable and led to the continuation and growth of her career. There is no doubt that this period is a challenging time, and the hurdles are different for each individual. We at Shiseido have learned that it is not enough to give just “tacit consideration” to those with childcare responsibilities but that both the employees directly affected and those around them must give each other the necessary appropriate consideration, understand that the situation may change, and be flexible and responsive. Experiences like Ms.Momosaki’s have convinced us that it is possible for employees facing major life events to overcome hurdles and achieve personal career growth.

Outcome 2: “The necessity of partners’ participation
in housework and childcare”

Today, companies are required to encourage men to take childcare leave, and compared to 10 years ago, a culture in which both men and women are engaged in childcare and housework is taking root. However, it is true that it had a significant impact on society at the time. It highlighted the issue of the burden of housework and childcare being mainly put on women. At the same time, there has been a new challenge of raising awareness regarding partners’ participation in housework and childcare and work styles. It is also important to break away from the socially accepted notion and stereotype that mothers must shoulder everything.

Outcome 3: “An inclusive work environment”

We believe that in an “inclusive work environment” everyone respects and recognizes each other’s talents and can fully demonstrate their individual abilities. Our work style reforms have led us to consider the importance of considering each other’s position and supporting each other, as everyone, whether they have childcare responsibilities or not, may be facing limitations due to injury, illness, nursing care, or other issues. In order for everyone to be able to advance their mid- to long-term careers and exercise their full potential, team members must respect each other above all else. We believe that this is what becomes the foundation on which an organization grows.

Although Shiseido still has a long way to go for the advancement of women, through the “Shiseido Shock,” work style reforms for Personal Beauty Partners, we have moved from a stage where “employees can continue working while balancing work and childcare” to a stage where “employees with childcare or nursing care responsibilities can advance their careers.” Today, there are many employees, both male and female, who are active in management positions while raising children or taking care of family members. Shiseido will continue to promote initiatives aimed at creating a company and society where everyone can demonstrate their abilities to the fullest.