YOUNGONE GROUP Introduces New Family-Friendly Policies to Support Employees

On March 26, employees at YOUNGONE GROUP's headquarters in Jung-gu, Seoul, were seen smiling brightly with their children. In an effort to alleviate the burden of balancing work and childcare, the company has introduced new initiatives this year, including 'childcare allowances' and a 'flexible working hours system.' Additionally, they provide an annual taxi fare subsidy of 1 million KRW to assist pregnant employees with their commutes.

Kang Yoo-jung, a 38-year-old employee at YOUNGONE GROUP, discovered she was pregnant with her second child, nicknamed 'Seon-mi,' in April of the previous year. While she was overjoyed at the news, she was also anxious about how to navigate her daily commute on crowded subways. The thought of getting to the designated seats for pregnant women seemed nearly impossible due to the packed conditions.

However, when the company began offering the annual taxi fare subsidy in September, her worries were alleviated. Kang stated, "I was really concerned about standing for eleven stops, but the taxi fare support allowed me to commute without any issues. Knowing that the company cares for the challenges faced by pregnant employees has been a great source of strength for me at work."

YOUNGONE GROUP, which includes OEM (Original Equipment Manufacturer) companies for global brands like Lululemon and Patagonia, as well as domestic sales for The North Face, has implemented the taxi fare subsidy as a direct initiative from Chairman Sung Ki-hak. After hearing from employees returning from maternity leave about the difficulties of commuting while heavily pregnant, he decided to provide 1 million KRW in KakaoT points for pregnant employees. Last year, 11 employees benefited from this support, which can also be used for postnatal check-ups or traveling with newborns, making it a practical aid for many.

To further enhance the work-life balance culture, YOUNGONE GROUP has also introduced 'childcare allowances' and a 'flexible working hours system' this year. These initiatives were proposed by Vice Chairperson Sung Rae-eun. The childcare allowance provides 200,000 KRW monthly to employees with children under the age of six. Employees have expressed that this allowance has significantly reduced their worries about childcare costs during a time of rising living expenses. Since the allowance is given in cash on payday rather than as welfare points, employees can use it according to their family's needs.

Lee Hyun-ah, a 35-year-old employee, uses her childcare allowance to cover her five-year-old child's tuition fees. Despite her and her husband’s efforts to leave work early, they often struggle to pick their child up from kindergarten by 4 PM, necessitating after-school care. Lee remarked, "Even as dual-income earners, the costs of kindergarten and after-school programs can be overwhelming, but since the company introduced the childcare allowance, our financial burden has definitely decreased."

The flexible working hours system is designed for employees with children in the second grade of elementary school or younger. Employees can adjust their start times in 30-minute increments as long as they complete their daily hours. This flexibility is crucial for parents, especially when young children require more assistance with drop-offs and pick-ups. The rigid commuting hours often leave working parents feeling rushed every morning and evening, making it difficult to manage childcare without external help.

Yoon Ji-young, a 40-year-old from the export sales team, shared that the flexible working hours have eased her guilt about not being able to properly prepare her child for school. By simply starting work 30 minutes later, she now has time to help her child with their school supplies and enjoy morning conversations. Yoon noted, "The flexible working hours have significantly reduced the psychological burden of balancing work and parenting, allowing me to focus more during my working hours."

Similarly, her colleague Park Hyo-jin, 36, mentioned that the flexible hours have enabled her and her husband to share morning and evening childcare responsibilities, which is a huge help for dual-income families.

YOUNGONE GROUP also celebrates employees' children entering elementary and middle school by gifting them North Face backpacks. As they progress to high school and college, the company provides congratulatory funds. At the end of the year, they host a ballet performance of 'The Nutcracker' for employees and their families, allowing them to enjoy cultural activities together as the year concludes.

With nearly 50% of executives and about 70% of employees being women, there is no atmosphere of exclusion or judgment regarding pregnancy, childbirth, or childcare. A representative from YOUNGONE GROUP stated, "Many colleagues and seniors have successfully balanced both parenting and careers, fostering a culture of mutual support and consideration for work-life balance within the company."

In January, YOUNGONE GROUP also participated in a relay campaign organized by the Ministry of Health and Welfare and the Korea Health and Welfare Human Resources Development Institute to raise awareness about the country's declining birth rate. The management has recognized that the issue of a declining population is one that businesses cannot ignore.

Vice Chairperson Sung Rae-eun remarked, "Many employees have expressed that it feels like the company is helping to raise their children by introducing various internal policies and participating in campaigns to address low birth rates. We will continue to strive to ensure that employees do not have to choose between their work and family life."