The Valuence Group recognizes that transitioning to a circular economy, mitigating climate change, and coexisting with nature are critical environmental challenges and has established the Basic Environmental Policy. Furthermore, we are committed to decarbonizing and reducing its environmental impact through activities such as the development of “Resale Impact,” which visualizes the avoided emissions of environmental impacts through reuse, participating in national and international initiatives, and aiming for carbon neutral by 2030.
Resale Impact 2023
Avoided CO2 emissions
4,828,417 t
Avoided energy consumption
19,914,618 GJ
Avoided PM2.5 emissions
2,056,954 t
Avoided water consumption
243,472,577 m3
*Covers goods (watches, bags, jewelry, bullion, apparel, etc.) resold at ALLU, STAR BUYERS AUCTION, and wholesale (bullion) during Sep. 2022 to Aug. 2023
Resale Impact
The Concept of Resale Impact
Valuence Group has introduced the Resale Impact, which quantifies the environmental contribution made
by choosing reused products. This is based on the idea that choosing reused products over new products
reduces future production, which in turn saves energy and resources and reduces environmental
impact.
We aim to encourage a behavioral change towards sustainable consumption through Resale
Impact, as well as to increase the value of reuse and further promote its use.
Product Life Cycle
by Consumption Behavior Pattern
Promotion of Reuse through Resale Impact
We display resale impact on product tags and in-store POP at all ALLU pre-owned brand stores in Japan and in product descriptions on the online store. Communicating resale impact in this way creates an opportunity for people to modify their behavior to embrace reuse and do good for the global environment.
Clarifications on Resale Impact Calculations
- Our Resale Impact calculations rely on the assumption that when customers purchase a product that the Valuence Group stocks and resells*1 instead of a corresponding non-reused product, the resource procurement, manufacturing, transportation and disposal process for the non-reused product is theoretically omitted; we calculate the environmental impact such as CO₂ emissions that the omitted process could have, and show the result as avoided emissions.
- We calculate the environmental impact of products throughout their life cycles*2 with GaBi*3, a life cycle assessment (LCA) database, and by using ISO 14040/14044 as a reference. In addition, our Resale Impact figures are calculated by referring to the avoided emissions per product weight for each product category, estimated based on the average material composition of the products that we assume to represent the category. Therefore, the figures are not obtained by calculating and verifying the actual amount of environmental impact of a particular product.
- Calculations of the environmental impact of products throughout their life cycles and the avoided emissions per product weight for each product category have been conducted under the supervision of Neural Inc. Using these estimated figures, we classify the category and weight of each product and calculate the avoided emissions shown as the Resale Impact. There may be differences in the calculation results between products of the same kind due to differences in the category and weight settings for each product.
- The latest Resale Impact calculation results for each product and the figures indicated on the e-commerce websites, product tag, etc., may differ due to the review of calculation results.
- Since we are not a product manufacturer, our Resale Impact calculations cover products the Valence Group stocks and resells*1 (watches, bags, jewelry, bullion, apparel, and accessories).
- *1 Resale includes consignment sales.
- *2 Calculations of the environmental impact of products are based on the value chain in Japan.
- *3 GaBi is a software program provided by Sphera Solutions GmbH to evaluate the sustainability of products through life cycle assessment.
Measures against climate change
Climate change is one of the biggest challenges facing society. We also recognize that it has a
significant impact on the business activities and value chain of the Valence Group, and we have
positioned it as one of our materiality issues. In 2021, we set a goal of “carbon neutrality* by 2030”
with the aim of achieving a global temperature increase of less than 1.5℃ by 2021. To achieve this, we
are working to better understand our GHG emissions, and in FY2023 we expanded the scope of our
calculations to include overseas subsidiaries and the entire Group. In line with this, we have set
the base year to FY2023 and set GHG reduction targets for Scope 1+2.
We will not only work
to achieve our targets, but also actively promote the formulation of reduction plans for the entire
value chain, and promote the transition to a low-carbon and decarbonized society.
- *Remaining emissions after maximum efforts of reduction made will be offset in a manner compliant with SBTi.
Scope 1, 2 Targets
- ・Reduce Scope 1 and Scope 2 emissions by 50% by FY2027 and 90% by FY2030.
- ・Ratio of renewable energy will be 50% by FY2027 and 100% by FY2030.
FY23 GHG Emissions Results and
Approach Toward 2030
|
FY23 Results (t-CO₂e) |
Approaches to reduce environmental impact | ||
| Scope 1 | 101 |
Review of fuel consumption of company vehicles
and conversion to electric vehicles |
|
| Scope 2 | 1,197 |
Introduction of renewable energy for
electricity used in stores and offices |
|
| Scope 3 | 84,565 | ||
| Procurement | 70,094 |
Identification of supplier emissions
Preferential selection of low-carbon suppliers |
|
| Transportation | 3,216 |
Reduction of the weight of packing
materials Conversion to low-carbon transportation |
|
| Others | 11,255 |
Repurchasing of products sold Recommendation
of low-carbon means of transportation for business trips |
|
- Scope 1：
- Greenhouse gas emissions from business-use vehicles and air conditioning used for buying offices, administrative offices, and warehouses
- Scope 2：
- Greenhouse gas emissions from electricity used in buying offices, administrative offices, and warehouses
- Scope 3：
- Greenhouse gas emissions generated indirectly in the value chain (e.g., procurement of goods and services, transportation of goods)
Disclosures Based on TCFD Recommendations
In September 2022, the Valuence Group has become a supporter of the TCFD (Task Force on Climate-related Financial Disclosures) established by the Financial Stability Board and joined the TCFD Consortium. We disclose our analyses and evaluation on climate change risks and opportunities based on the TCFD recommendations.
Upcycling
We are engaged in various upcycling initiatives through collaborations with external organizations in order not to dispose of items that are no longer in use but to add value to them and make them newly appealing. Examples include the exhibition and sales of upcycled antiques by new generation artists, and the production and sales of upcycled products using goods and banners of sports teams, including Nagoya Grampus.
Environmentally Conscious Store Design
Environmentally Conscious Store Design
As part of our environmentally conscious store design, Nanboya, brand goods buying offices in Japan, actively incorporates interior finishings from materials originally intended to be discarded, such as used paper, waste plastic, and coffee grounds.
- *The Nanboya Sakaihigashi office has a display of environmentally conscious materials used in the facility
Collaboration Network
We recognize that solving pressing issues such as climate change and biodiversity requires collaboration and cooperation with industry, local governments, organizations, etc. No company can accomplish this goal alone. The Valuence Group contributes to circular economies in Japan and abroad by acquiring advanced knowledge about circular economies and collaborating with other companies through memberships in domestic and international organizations.
Japan Sustainable Fashion Alliance
The Japan Sustainable Fashion Alliance is a national organization promoting the transition to a sustainable fashion industry
Ellen MacArthur Foundation
The Ellen MacArthur Foundation is an international charitable organization that develops and promotes circular economies.
The Fashion Pact
Global initiatives uniting companies in the fashion and textiles industry in preventing global warming, restoring biodiversity, and protecting the oceans
Governance
The Valuence Group considers enhancing and building higher levels of corporate governance to be one of our
most important materiality issues.
Under various policies, we aim to raise management efficiency and transparency, ensure prompt and fair
decision-making, and improve corporate value in a sustainable manner.
Corporate Governance
Approach
Fairness, transparency, and active management form the cornerstones of corporate governance. The Valuence Group follows a basic corporate governance policy, strengthening governance to enhance sustainable corporate value over the medium to long term.
Compliance
The Valuence Group recognizes that we have to act as a public entity of society, and we are committed to ensuring compliance not only by preventing violations of laws and regulations but also by ensuring that each and every officer and employee practices actions based on high ethical standards, in accordance with our Compliance Policy and internal rules.
Approach
Our operating manuals reference relevant laws, regulations, and internal policies to ensure strict compliance throughout our businesses. In addition, we established internal and external whistleblower hotlines where employees can report compliance issues anonymously. Our regulations stipulate that whistleblowers will not be treated unfavorably in any manner as a result of whistleblowing.
Number of Whistleblowing Cases
| FY21 | FY22 | FY23 | FY24 | |
|---|---|---|---|---|
| Number of Calls | 7 | 8 | 6 | 9 |
Compliance Training
We provide compliance trainings for thorough compliance with laws and regulations as well as ethical business operations.
FY24 Compliance Training Contents
- Anti-Money Laundering
- Act on Specified Commercial Transactions
- Protection of Intellectual Property Rights
- Harassment Prevention
- Information Security
- Industry-Related Laws and Regulations
Data Privacy & Cyber Security
The Valuence Group recognizes that the strict protection of important information is a serious social
responsibility and management issue for sustainable corporate growth in an advanced IT society.
We established an information security policy to ensure the protection of information assets. In the
event of a security issue related to information assets, we promptly investigate the cause of the
problem and strive to minimize any damage. In response to recent changes in the risk environment, we
conduct third-party vulnerability assessments, implementing necessary remediation and response measures
for uncovered risks to ensure stable services.
Social
One of the most important management issues for the Valuence Group is to maximize the value of our human resources by building expertise and ensuring organizational diversity. Expertise and diversity will help us achieve the Valuence Group corporate philosophy and medium-term vision.
We pursue a number of initiatives under three human capital-related materiality issues: Occupational health and safety and Employees' Wellbeing; Acquiring, retaining and developing human resources; DEIB
Respect for Human Rights
The Valuence Group recognizes that respect for human rights is the most important and fundamental requirement for business activities. To practice respect for human rights, we have established the "Valuence Group Human Rights Policy" and are implementing various initiatives based on the Policy.
Human Rights Policy
Employee Training
To ensure that each and every employee has a high level of awareness of human rights and is committed to respecting human rights in our business activities, we conduct an e-learning training on respect for human rights for all executives and employees of the Valuence Group (only permanent employees for overseas).
Cooperation with Business Partners
In order to practice respect for human rights throughout the value chain, we reflect our human rights policy in our business consignment agreements. We promote cooperation with new business partners by having them agree to our mutual obligations regarding respect for human rights before starting business with us.
Reporting Desk
We have established a "Harassment and Human Rights Violation Consultation Desk" for our employees to address their concerns and worries, as well as an internal and external whistleblower hotline, and informs employees of the hotline through employee training and other means. In addition, we have established an external reporting desk on our website that can be used by external customers, business partners, and residents of the communities in which we operate our business.
Contact
Human Resources Development Strategy and Policy
We offer human resources development in the form of on-the-job training, off-the-job training, and self-development, with the aim to create an organization where all employees can do what they like or what they are good at and work hard for the growth of themselves and the organization.
On-the-job Training
The Valuence Group introduced a dual career program (multiple roles, external side jobs, work and athletics) and an open recruitment system for employees to volunteer for departmental transfers. This program ensures all group employees balance work, leisure, and self-investment, helping employees explore their personal identity and engage in self-improvement.
Dual Career Program
Our dual career program allows employees to take on challenges in pursuing new and interesting jobs while remaining in their current position. In the case of multiple roles, departments that wish to increase staffing levels advertise open positions to recruit volunteers internally. This program addresses worker shortages and provides an opportunity for employees to invest in their careers. We also support employees who take on external side jobs to use the skills and expertise developed at Valuence or to live true to themselves. We also hire athletes as part of dual career to support them by providing an environment where they can challenge both their athletic competition and their careers.
(as of the end of Aug 2024)
Sales (main job) x Marketing (second job)
business consultant, career counselor, web writer,
yoga instructor, glass-blowing instructor, personal trainer,
voice actor, actor, etc.
ice hockey, powerlifting, sepak takraw
Off-the-job Training
We conduct training from the three perspectives of value, intelligence, and experience, which represent the origin of our corporate name. Valuence training is tailored to employee levels and assignments, including new-hire onboarding and selective VIP training to develop future managers. Through training, we help employees understand the Valuence Group values, as well as gain new knowledge and experience.
Training Program
Self-Development
We reimburse expenses for career and skills development, including the acquisition of certifications, participation in seminars, and purchases of textbooks. We encourage Valuence Group employees to pursue their goals, discover their talents, and live lives true to themselves.
Health & Productivity Management
Health & Productivity Management
Our mission is to encourage more people to focus on what is most important in their lives. We understand that safe and secure working environments in which Valuence Group employees are physically and mentally healthy are essential for achieving this mission.
Initiatives
Mental Health Care
We conduct regular online stress checks for full-time and contract employees, encouraging employees to be aware of their own stress triggers. We also use the results of these tests for group analysis and to implement measures to improve the workplace environment.
Smoking Cessation
Our goal is to achieve a zero smoking rate across the group to improve health and curb second-hand smoke inhalation. We encourage employees to avoid smoking during commuting and work hours, consider smoking status as a condition for promotions, and forego hiring smokers.
Office Exercise Events
We hold regular office exercise events, including yoga and kick/punch exercises that employees can participate casually.
Workplace Environment
Workplace Environment
To embody the Valuence Group purpose, we strive to create work environments in which all employees can be productive and satisfied. We accelerate the growth of the organization and the individual through workplace environments in which each employee works in comfort and feels a sense of fulfillment in their job.
Initiatives
Flexible Work Styles
We give employees more choices about work styles that include a sliding work schedule that allows employees to change work hours and remote work.
Reducing Long Work Hours
In addition to managing employee working hours through an attendance system, we require all managers to submit information on average monthly overtime hours worked by their organization and the number of days of paid leave taken. We also endeavor to reduce total working hours by sharing good practices across divisions.
Harassment Prevention
Our harassment prevention rules clearly communicate measures to prevent/eliminate harassment in any form, as well as measures to respond to any issues that arise. Information for our internal reporting desk is published on our corporate intranet. In addition, we conduct ongoing awareness-raising activities for directors and employees through training and awareness surveys.
Promoting diversity and inclusion
The Valuence Group believes organizational diversity to be essential in responding correctly to the diverse needs of the market. This diversity is also a requirement for creating new businesses and providing added value in the face of intensifying competition in the global marketplace. We established a diversity policy and adopted various systems to advance diversity initiatives in the group.
Initiatives / D&I Data
We strive to be an organization that respects the individuality of employees from diverse backgrounds, values, and life stages, including women, childcare/caregivers, LGBTQ+, people with disabilities, and non-Japanese employees. We also encourage all employees to participate actively and express their own individuality. We defined the following goals for advancing diversity and inclusion in the Valuence Group.
2030 Targets
Ratio of
Female Managers
Percentage of Male
Employees
Taking
Childcare Leave
Gender Pay Gap