Promoting the Active Participation of Diverse Human Resources│Tokyo Century Corporation

Promoting Women’s Active Participation

Based on the Act of Promotion of Women’s Participation and Advancement in the Workplace, Tokyo Century promotes the success of women and has drawn up an action plan which enables each and every employee to work flexibly and in a diverse number of ways.

Action Plan for the Promotion of Women’s Active Participation

Plan Period

April 1, 2016 – March 31, 2020

Our Challenges

●The percentage of women in managerial positions remains 4%, diverging from the government’s goal of 30% (As of February 29, 2016)
●The percentage of children care leave in women is 100%, men takes at a far lower rate of 52.4% (Between April 1, 2015 – February 29, 2016)
●The percentage of annual leave rate is 51.7%, diverging from the government target of 70% (FY 2014 data)

Quantitative Targets

●Increase the percentage of women in new hires to at least 30%
●Increase the percentage of women in managerial positions to at least 10%
●Increase the percentage of childcare leave in men to 100%
●Increase the percentage of annual leave to at least 70%

Initiatives

●Expand employment of women
From September 2016: Implement internships for women to expand employment of women
●Increase the number of women aiming to enter managerial positions
From April 2016: Implement training to cultivate leadership and the fundamental competencies required for working persons
From July 2016: Present role models of women managers in in-house magazines, etc., to increase the awareness of and motivation to enter a managerial position among women employees
●Enhance support for balancing work and childcare
From April 2016: Introduce a re-employment system for employees who left due to reasons such as the need to care for family or because of a spouse (such as a work transfer), and a system for changing one’s work location to make it possible for employees to accompany a spouse
●Encourage men employees to take childcare leave
From April 2016: Encourage the taking of childcare leave among men employees and their superiors
From July 2016: Present examples of men who have taken childcare leave and their superiors with the aim of creating a workplace environment which makes it easy to take childcare leave
●Encourage employees to take annual leave
From April 2016: Encourage employees to take annual leave in a planned way

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Informational Tables Concerning Women’s Active Participation (Tokyo Century Only)

1) Ratio of women in employed workers
	FY2015	FY2016	FY2017
Regular employees	20.0%	14.0%	10.9%
Administrative employees	-	100.0%	100.0%
Part time employees	40.0%	50.0%	33.3%
Total	22.5%	25.0%	33.8%

Note: Includes mid-career recruits

2) Average years of continuous employment by gender
		FY2015	FY2016	FY2017
Women	Regular employees	9.3 years	9.4 years	10.1 years
	Administrative employees	16.9 years	17.3 years	16.8 years
	Total	14.9 years	15.1 years	15.0 years
Men	Regular employees	17.8 years	17.5 years	17.3 years
	Administrative employees	16.0 years	17.0 years	-
	Total	17.8 years	17.5 years	17.3 years

Note: As of March 31 of each fiscal year

3) Ratio of women in managerial position
	FY2015	FY2016	FY2017
Women	18	27	32
Total men and women	484	495	478
Ratio	3.7%	5.5%	6.7%

Note: As of March 31 of each fiscal year

4) Average overtime hours per month
	FY2015	FY2016	FY2017
Regular employees	13.3 hours	13.6 hours	10.0 hours
Administrative employees	2.3 hours	3.0 hours	1.7 hours
Total	9.1 hours	9.7 hours	6.9 hours

Note: Labor outside legally designated hours

5) Ratio of successful job applicants by gender
		FY2015	FY2016	FY2017
Women	Regular employees	92.1×	99.4×	162.0×
	Administrative employees	-	59.7×	25.4×
	Part time employees	12.0×	3.5×	4.5×
	Total	74.3×	70.7×	53.3×
Men	Regular employees	88.8×	45.3×	55.9×
	Administrative employees	-	-	-
	Part time employees	12.7×	17.5×	8.3×
	Total	81.5×	44.1×	51.6×

Note: Includes mid-career recruits

6) Ratio of men to women in hiring
	FY2015	FY2016	FY2017
Regular employees	1.0	2.2	2.9
Administrative employees	-	-	-
Part time employees	0.9	0.2	0.5
Total	0.9	1.6	1.0

Note: Includes mid-career recruits

7) Ratio of women in laborers
	FY2015	FY2016	FY2017
Regular employees	9.3%	9.7%	9.9%
Administrative employees	99.5%	99.5%	100.0%
Part time employees	25.9%	33.3%	33.3%
Temporary employees	90.4%	86.2%	82.5%
Total	30.5%	31.1%	31.1%

Note: As of March 31 of each fiscal year

8) Ratio of continuous employment after ten years by gender
		FY2015 （New employees between FY 2004 and 2006）	FY2016 （New employees between FY 2005 and 2007）	FY2017 （New employees between FY 2006 and 2008）
Women	Regular employees	35.3%	40.7%	44.4%
	Administrative employees	50.0%	57.1%	71.7%
	Total	43.6%	50.0%	61.6%
Men	Regular employees	66.7%	65.4%	67.0%
	Administrative employees	-	-	-
	Total	66.7%	65.4%	67.0%

9) Rates of childcare leave by gender
		FY2015	FY2016	FY2017
Women	Regular employees	100.0%	100.0%	100.0%
	Administrative employees	100.0%	100.0%	100.0%
	Total	100.0%	100.0%	100.0%
Men	Regular employees	45.5%	93.1%	146.2%
	Administrative employees	-	-	-
	Total	45.5%	93.1%	146.2%

10) Annual leave rates (usage rates)
	FY2015	FY2016	FY2017
Regular employees	47.7%	69.0%	71.2%
Administrative employees	80.4%	88.5%	84.2%
Part time employees	82.4%	96.7%	105.4%
Total	55.3%（10.7 days）	73.6%（14.2 days）	74.7%（14.2 days）

Note: Figures in brackets are average annual leave taken

11) Ratio of women in assistant managers or equivalent
	FY2015	FY2016	FY2017
Women	95	95	93
Total men and women	237	230	229
Ratio	40.1%	41.3%	40.6%

Note: As of March 31 of each fiscal year

12) Ratio of women officers
	FY2015	FY2016	FY2017
Women	1	1	1
Total men and women	34	33	34
Ratio	2.9%	3.0%	3.0%

Note: As of March 31 of each fiscal year
Officers (including part time) = Directors, auditors, and executive officers

13) Occupational category or employment type change data by gender
		FY2015	FY2016	FY2017
Occupational category change	Regular employee （Assigned to any region）→ Regular employee(Metropolitan area only)	-	-	1 （Women）
	Regular employee (Metropolitan area only) → Regular employee（Assigned to any region）	1 （Women）	1 （Women）	1 （Men）
	Regular employee(Assigned to any region) →Administrative employee	1 （Women）	-	-
	Regular employee(Metropolitan area only) →Administrative employee	-	-	1 （Women）
Employment type change	Temporary employee→Administrative	-	1 （Women）	8 （Women）
Total		2	2	11

14) Re-employment and mid-career employment data by gender
	FY2015	FY2016	FY2017
Women	3	5	11
Men	13	19	20
Total	16	24	31

Note: The Action Plan for the Promotion of Women’s Active Participation and Informational Tables Concerning Women’s Active Participation are also disclosed on the Ministry of Health, Labour and Welfare’s
database of companies which promote women’s Participation and Advancement in the Workplace (Japanese only)

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Promotion of Women to Officer and Managerial Positions

Tokyo Century established its Action Plan on the Promotion of Women to Officer and Managerial Positions* in October 2014 in order to steadily increase its number of female officers and managers through the active employment, training, and promotion of highly motivated and talented women.

Action Plan on the Promotion of Women to Officer and Managerial Positions

Tokyo Century will work alongside customers in pursuit of their growth as a highly specialized and unique financial services company and further expand its business domains and developing its global business.

As such, we believe it is essential to employ, train and promote a diverse array of talented　individuals such as women and foreigners, and for each and every employee to demonstrate their abilities and individuality to the maximum and flourish.
By March 31, 2020, Tokyo Century aims to have more than 30% women in new hires and more than 10% of managerial positions and is steadily increasing the number of female officers and managers by actively promoting motivated and talented women to these positions. Further, in order to ensure that every employee can work comfortably through every stage of life, we are continuously working to reform workplace culture, support career　and ability development, and enhance and promote the use of systems which aid in balancing work and private life. (As of July 1, 2018, there was one woman executive officer and 35 women managers [7.3%].)

Number and ratio of women in managerial positions
	March 31, 2015	March 31, 2016	March 31, 2017	March 31, 2018	July 1, 2018
Number	11	18	27	32	35
Ratio	2.4％	3.7％	5.5％	6.7％	7.3％

The Action Plan on the Promotion of Women to Officer and Managerial Positions is also disclosed on the website for Keidanren the Japan Business Federation.

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Promoting Active Participation of Global Human Resources

Tokyo Century has been expanding its overseas businesses through business collaborations with local blue-chip companies overseas based on its alliance strategy. Tokyo Century continues to hire non-Japanese employees in Japan and national staff at local subsidiaries overseas in order to develop human resources to be capable of representing a diversity of careers around the globe, since the company sees that global human resources development is vital for the company to further develop its alliance strategy.
Furthermore, Tokyo Century is actively promoting overseas study and assignment of young employees to advance the global human resources development at an earlier stage.

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Promoting Employment of Disabled Persons

Tokyo Century seeks talented individuals from an extensive array of backgrounds and actively employs disabled persons in order to provide a space where highly motivated people can flourish. Tokyo Century also meets the standards for number of disabled people employed as established in the Act on the Promotion of Employment for Disabled Persons (disabled person employment rate as of March 31, 2018: 2.65%［Non-consolidated］).

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