Sustainability data

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E: Environment

Items FYE Aug. 2020 FYE Aug. 2021 FYE Aug. 2022 FYE Aug. 2023 FYE Aug. 2024 Scope
Scope1（t-co₂） 27 30 34 30 20 Company and domestic subsidiaries
Scope2＊1（t-co₂） 593 682 694 697 656
Scope3＊1＊2（t-co₂） 41,508 40,980 44,312 48,238 56,658
　Cat.1（t-co₂） 27,611 25,095 28,129 32,850 41,104
　Cat.2（t-co₂） 1,333 2,763 3,017 2,778 3,569
　Cat.3（t-co₂） 90 109 114 112 112
　Cat.4（t-co₂） 169 221 227 242 310
　Cat.5（t-co₂） 75 62 56 58 55
　Cat.6（t-co₂） 388 307 378 462 482
　Cat.7（t-co₂） 191 213 210 223 260
　Cat.8（t-co₂） ー ー ー ー ー
　Cat.9（t-co₂） 3 2 3 3 4
　Cat.10（t-co₂） ー ー ー ー ー
　Cat.11（t-co₂） ー ー ー ー ー
　Cat.12（t-co₂） 20 30 28 32 35
　Cat.13（t-co₂） ー ー ー ー ー
　Cat.14（t-co₂） 11,625 12,177 12,150 11,477 10,727
　Cat.15（t-co₂） ー ー ー ー ー
Electricity consumption*3（kWh） 1,222,118 1,488,320 1,555,530 1,532,711 1,562,761
　Electricity consumption per club（kWh） 10,983 13,280 14,134 13,698 13,149
Water intake *3*4（m3） 2,321 3,723 3,272 3,588 3,187
　Water intake per club *4（m3） 111 143 121 124 100
Wastewater volume *3*4（m3） 2,321 3,723 3,272 3,588 3,187
　Wastewater volume per club *4（m3） 111 143 121 124 100
Number of Present Trees planted 188 148 164 136 121
Cumulative number of Present Trees planted 2,704 2,852 3,016 3,152 3,273
CO2 absorption from Present Trees planted(t-co₂) 5 5 6 6 6
  • *1 Due to revisions to Scope 2 emissions factors and a partial recalculation of activity levels, Scope 2 and Scope 3 emissions from the fiscal year ended August 2020 have been amended.
  • *2 Our Scope 3 emissions have increased over the previous year due to factors such as an increase in merchandise sales. Further, the packaging materials used for the Protein and Healthy Beauty products we sell are aluminum pouches, eliminating any plastic packaging materials. We will continue to strive to reduce our burden on the environment.
  • *3 Covers headquarters and corporate clubs in Japan.
  • *4 Covers locations where water usage can be measured.

S: Social

Items FYE Aug. 2020 FYE Aug. 2021 FYE Aug. 2022 FYE Aug. 2023 FYE Aug. 2024 Scope
Total number of employees (persons) 609 628 620 659 695 Curves Group Total
Number of full-time employees (persons) 548 565 557 568 568
Number of male full-time employees (persons) 102 104 103 109 107
Number of female full-time employees (persons) 446 461 454 459 461
Number of non-regular employees (persons) 61 63 63 91 127
Number of male non-regular employees (persons) 2 1 2 0 0
Number of female non-regular employees (persons) 59 62 61 91 127
Ratio of female employees to total employees (%) 82.9 83.3 83.1 83.5 84.6
Ratio of female employees to full-time employees (%) 81.4 81.6 81.5 80.8 81.2
Average length of service of full-time employees (years) 5 5 6 6 6
Average length of service of male full-time employees (years) 5 5 6 6 7
Average length of service of female full-time employees (years) 5 5 6 6 6
Average age of full-time employees(age) 33 33 34 35 35
Number of female managers *1(persons) 36 34 34 37 37
Female managers ratio *1 (%) 64.3 64.2 64.2 67.3 62.7
Number of new graduates (persons) 39 27 23 30 23 Company and domestic subsidiaries
Ratio of female new graduates (%) 76.9 88.9 78.3 80.0 87.0
Number of employees with disabilities (persons) 4 7 7 7 6
Ratio of employees with disabilities (%) 0.7 1.3 1.3 1.2 1.0
Ratio of female employees in management positions outside of administrative departments *1 (%) 72.5 71.1 71.8 75.6 70.5
Ratio of females by job category (manager to general manager) (%) 60.5 64.3 65.9 66.7 64.0
Ratio of females by job category (other full-time employees) (%) 84.3 83.9 84.6 83.4 84.0
Male childcare leave usage rate *2 (%) 0.0 33.3 33.3 40.0 40.0
Female childcare leave usage rate (%) 95.7 100.0 100.0 100.0 97.0
Return-to-work rate after childcare leave (full-time employees) (%) 100.0 88.0 89.5 94.7 93.8
Return-to-work rate after childcare leave (non-regular employees) (%) 100.0 75.0 75.0 ー 100.0
Paid vacation usage rate (%) 55.3 56.8 61.7 62.1 61.6
Nursing Care leave usage (persons) 0 0 0 0 0
Occupational accidents, etc. (cases) 1 0 0 4 2
Gender pay gap (total employees) *3,*5 (%) 78.8 76.2 76.6 79.8 78.4 Curves Japan
Gender pay gap (full-time employees) *3, *5 (%) 89.9 85.9 85.1 84.7 82.9
Gender pay gap (non-regular employees) *4 (%) 111.2 103.2 112.5 ー ー
Stress check participation rate (%) 80.3 90.2 93.4 89.5 90.5
Food donations through food drives (tons) 267 178 196 214 190
  • *1 Corporate officers  are excluded from the calculation.
  • *2 Based on the provisions of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Act No. 76 of 1991), the calculated ratio of acquiring child care leave, etc., is in accordance with Article 71-4, Paragraph 1 of the Ordinance for Enforcement of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Ordinance of the Ministry of Labor No. 25 of 1991).
  • *3 Calculated based on the provision of the Act on the Promotion of Women’s Active Engagement in Professional Life (Act No. 64 of 2015), excluding executive officers.
  • *4 For non-regular employees, the number is converted based on the average prescribed hours of full-time employees. Gender pay gap between male and female non-regular workers in the fiscal year ended August 31, 2024 is shown as “-,” as there are no male non-regular workers to be counted.
  • *5 The Group builds and operates a unique and fair merit-based HR system in which salaries, positions, etc. are determined according to the performance (demonstration ability) of each employee, regardless of gender, race, etc. Accordingly, the same wage system is applied regardless of gender, and personnel evaluations are conducted based on the same criteria for both men and women, and there are no differences between men and women in the personnel system. The main factors contributing to the differences in wages between male and female workers are the following:
    ・The wages for non-regular employees, which is part of a diverse working style, are lower compared to regular employees, and non-regular employees are almost entirely women.
    ・Many employees choose diverse ways of working such as taking maternity leave, childcare leave, or shorter working hours for childcare, with a high proportion of such employees being women.
    ・Employees of Curves Japan Co., Ltd. are categorized by their responsibilities, and excluding employees who used maternity leave, childcare leave, or shorter working hours for childcare system during the fiscal year ended August 31, 2024, the gender pay gap among employees is as follows:
    Gender pay gap (total employees) (%) 76.8
    Gender pay gap (managers and supervisors) (%) 97.2
    Gender pay gap (other employees) (%) 90.9

G: Governance

Items FYE Aug. 2020 FYE Aug. 2021 FYE Aug. 2022 FYE Aug. 2023 FYE Aug. 2024 Scope
Female directors ratio (%) 14.3 14.3 14.3 14.3 14.3 Company
Female executive officers ratio (%) 20.0 20.0 42.9 42.9 42.9 Company and domestic subsidiaries
Number of violations of code of conduct and ethics (cases) 0 0 0 0 0
Number of investigations on corrupt practices (corruption and bribery) (cases) 0 0 0 0 0
Number of investigations on anti-trust law (and related laws) (cases) 0 0 0 0 0