Gion Announces FY2026 HR Policies – Continued Base Salary Increases, Company-wide AI Education to Accelerate 'Logistics Where People Shine'
Gion, a comprehensive logistics company, announced its FY2026 HR policies, including continued base salary increases, visualization of diverse work styles to strengthen organizational capabilities, and company-wide promotion of AI utilization. The company also opened a new 'Sanyo Center' in Fukuyama City, Hiroshima Prefecture, accelerating its nationwide expansion.
📋 Article Processing Timeline
- 📰 Published: May 1, 2026 at 01:00
- 🔍 Collected: April 30, 2026 at 16:31
- 🤖 AI Analyzed: April 30, 2026 at 17:40 (1h 8m after Collected)
Gion Co., Ltd. (Headquarters: Sagamihara City, Kanagawa Prefecture; Representative Director and President: Binnosuke Gion), a comprehensive logistics business, will implement base salary increases, 'visualization of work styles' to strengthen organizational capabilities, and company-wide promotion of AI utilization as its HR policies for fiscal year 2026.
Additionally, in April 2026, we opened a new base, the 'Sanyo Center,' in Fukuyama City, Hiroshima Prefecture. We will continue to optimally expand our logistics network, which began in Kanagawa, to various locations nationwide.
**FY2025 Initiatives and Achievements**
Due to the expansion of delivery destinations at various bases such as Settsu, Chubu, and Nagareyama, we expect to achieve increased revenue and profit for the second consecutive year. Against this backdrop, we believe that 'making the most of people' is the very driving force behind corporate growth, and we have been continuously reviewing our HR system.
In FY2025, we promoted both 'enrichment of benefits' and 'evolution of human resource development and evaluation systems' by expanding annual holidays to 120 days, introducing our first award system, and enhancing training for a wide range of positions.
As a result, in an engagement survey conducted during the same period (response rate approximately 90%), scores improved in categories such as 'relationship with superiors,' 'trust in management,' and 'job satisfaction.'
For new graduate recruitment targeting those graduating in 2026, in addition to building trust through continuous high school visits, we implemented programs such as open companies and simulated logistics management experiences during university internship periods. A total of 40 new employees joined the company, combining high school and university graduates.
**Main Initiatives for FY2026**
**[Enrichment of Benefits] Implementation of Base Salary Increases**
In FY2026, we will again implement a base salary increase, the first since FY2024. With the policy of 'firmly supporting the lives of employees and their families,' we will further promote the creation of an environment where employees can work with peace of mind for a long time, regardless of their job type.
**[Strengthening Organizational Capabilities] Visualization of Diverse Work Styles**
To create an environment where each employee can maximize their abilities, we will visualize 'diverse work styles' within the company and promote the creation of a culture where everyone recognizes and respects each other.
We will disseminate diverse internal examples, such as employees active on the front lines while balancing childcare, and female employees leading teams as managers, both internally and externally through interviews. Rather than simply aiming to achieve numerical targets, by sharing 'a sense of security' based on real experiences, we will foster a foundation where everyone can thrive in their own way, regardless of gender or life stage.
**[Promotion of AI Utilization] Development of Company-wide Utilization Environment**
An AI project by selected members began in FY2025, and in FY2026, it will expand into a company-wide initiative. Specifically, for all employees engaged in PC-based work, rather than on-site operations such as drivers or warehouse staff, practical online AI lectures will start, covering various themes throughout the year.
Furthermore, by developing AI utilization guidelines, we will create an environment where more employees can utilize AI in their daily work.
Details can also be viewed here: https://note.com/quiet_tern6604/n/nda53c631e2fa
**Future Outlook**
Our company will continue to place 'investment in people' at the core of our management, aiming to become a logistics company where each employee can work with pride. We will continue to improve benefits, expand training opportunities, and build organizational structures to achieve both improved employee engagement and business growth.
In terms of business, we will also continue to expand our bases nationwide.
**About Gion Group**
Headquartered in Sagamihara City, Kanagawa Prefecture, Gion Group is a comprehensive logistics company with the mission of 'The power to transport, creating the future.' Based on the concept of 'something indispensable to people's lives,' its main 3PL (Third-Party Logistics) business handles a wide range of logistics, primarily for food, and is expanding into the 'environment' and 'health' sectors. It operates over 100 bases nationwide.
**[Gion Co., Ltd.]**
Representative: Representative Director and President Binnosuke Gion
Headquarters Location: 1-5-1 Minamihashimoto, Chuo-ku, Sagamihara City, Kanagawa Prefecture
Business Activities: General freight automobile transportation business, automobile transportation handling business, warehouse leasing and warehousing services, general cargo packaging services, etc.
URL: https://kk-gion.co.jp/
Additionally, in April 2026, we opened a new base, the 'Sanyo Center,' in Fukuyama City, Hiroshima Prefecture. We will continue to optimally expand our logistics network, which began in Kanagawa, to various locations nationwide.
**FY2025 Initiatives and Achievements**
Due to the expansion of delivery destinations at various bases such as Settsu, Chubu, and Nagareyama, we expect to achieve increased revenue and profit for the second consecutive year. Against this backdrop, we believe that 'making the most of people' is the very driving force behind corporate growth, and we have been continuously reviewing our HR system.
In FY2025, we promoted both 'enrichment of benefits' and 'evolution of human resource development and evaluation systems' by expanding annual holidays to 120 days, introducing our first award system, and enhancing training for a wide range of positions.
As a result, in an engagement survey conducted during the same period (response rate approximately 90%), scores improved in categories such as 'relationship with superiors,' 'trust in management,' and 'job satisfaction.'
For new graduate recruitment targeting those graduating in 2026, in addition to building trust through continuous high school visits, we implemented programs such as open companies and simulated logistics management experiences during university internship periods. A total of 40 new employees joined the company, combining high school and university graduates.
**Main Initiatives for FY2026**
**[Enrichment of Benefits] Implementation of Base Salary Increases**
In FY2026, we will again implement a base salary increase, the first since FY2024. With the policy of 'firmly supporting the lives of employees and their families,' we will further promote the creation of an environment where employees can work with peace of mind for a long time, regardless of their job type.
**[Strengthening Organizational Capabilities] Visualization of Diverse Work Styles**
To create an environment where each employee can maximize their abilities, we will visualize 'diverse work styles' within the company and promote the creation of a culture where everyone recognizes and respects each other.
We will disseminate diverse internal examples, such as employees active on the front lines while balancing childcare, and female employees leading teams as managers, both internally and externally through interviews. Rather than simply aiming to achieve numerical targets, by sharing 'a sense of security' based on real experiences, we will foster a foundation where everyone can thrive in their own way, regardless of gender or life stage.
**[Promotion of AI Utilization] Development of Company-wide Utilization Environment**
An AI project by selected members began in FY2025, and in FY2026, it will expand into a company-wide initiative. Specifically, for all employees engaged in PC-based work, rather than on-site operations such as drivers or warehouse staff, practical online AI lectures will start, covering various themes throughout the year.
Furthermore, by developing AI utilization guidelines, we will create an environment where more employees can utilize AI in their daily work.
Details can also be viewed here: https://note.com/quiet_tern6604/n/nda53c631e2fa
**Future Outlook**
Our company will continue to place 'investment in people' at the core of our management, aiming to become a logistics company where each employee can work with pride. We will continue to improve benefits, expand training opportunities, and build organizational structures to achieve both improved employee engagement and business growth.
In terms of business, we will also continue to expand our bases nationwide.
**About Gion Group**
Headquartered in Sagamihara City, Kanagawa Prefecture, Gion Group is a comprehensive logistics company with the mission of 'The power to transport, creating the future.' Based on the concept of 'something indispensable to people's lives,' its main 3PL (Third-Party Logistics) business handles a wide range of logistics, primarily for food, and is expanding into the 'environment' and 'health' sectors. It operates over 100 bases nationwide.
**[Gion Co., Ltd.]**
Representative: Representative Director and President Binnosuke Gion
Headquarters Location: 1-5-1 Minamihashimoto, Chuo-ku, Sagamihara City, Kanagawa Prefecture
Business Activities: General freight automobile transportation business, automobile transportation handling business, warehouse leasing and warehousing services, general cargo packaging services, etc.
URL: https://kk-gion.co.jp/