DiversityPromoting the Active Participation of Diverse Human Resources

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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, 2023

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%

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

1) Ratio of women in employed workers
  FY2018 FY2019 FY2020
Regular employees 18.9% 21.4% 12.1%
Administrative employees 100.0% 100.0% -
Contractors - 11.1% 50.0%
Total 36.0% 22.6% 17.9%

Note: Includes mid-career recruits

2) Average years of continuous employment by gender
  FY2018 FY2019 FY2020
Women Regular employees 10.6 years 11.0 years 11.2 years
Administrative employees 16.9 years 17.8 years 18.8 years
Total 15.3 years 15.9 years 16.9 years
Men Regular employees 17.4 years 17.3 years 17.3 years
Administrative employees - - -
Total 17.4 years 17.3 years 17.3 years

Note: As of March 31 of each fiscal year

3) Ratio of women in managerial position
  FY2018 FY2019 FY2020
Women 34 36 42
Total men and women 472 454 460
Ratio 7.2% 7.9% 9.1%

Note: As of March 31 of each fiscal year

4) Average overtime hours per month
  FY2018 FY2019 FY2020
Regular employees 12.0 hours 15.2 hours 14.9 hours
Administrative employees 2.4 hours 2.7 hours 3.2 hours
Total 8.3 hours 10.2 hours 10.2 hours

Note: Labour outside legally designated hours

5) Ratio of successful job applicants by gender
  FY2018 FY2019 FY2020
Women Regular employees 121.1 × 68.8 × 167.5 ×
Administrative employees 37.7× 193.5 × -
Contractors - 5.0 × 1.0 ×
Total 70.3× 84.3 × 96.1 ×
Men Regular employees 70.3× 47.6 × 44.7 ×
Administrative employees - - -
Contractors 6.0× 1.6 × 1.7 ×
Total 66.3× 38.6 × 40.6 ×

Note: Includes mid-career recruits

6) Ratio of men to women in hiring
  FY2018 FY2019 FY2020
Regular employees 1.7 1.4 3.8
Administrative employees - - -
Contractors - 3.1 0.6
Total 1.1 2.2 2.4

Note: Includes mid-career recruits

7) Ratio of women in labourers
  FY2018 FY2019 FY2020
Regular employees 10.0% 11.0% 11.3%
Administrative employees 100.0% 100.0% 100.0%
Contractors 29.2% 25.0% 24.3%
Temporary staff 75.0% 77.4% 81.3%
Total 30.9% 30.7% 30.6%

Note: As of March 31 of each fiscal year
Consolidated base as of March 31, 2021 : 33.9% (Contractors and temporary staff are not included)

8) Ratio of continuous employment after ten years by gender
  FY2018
(New employees between FY 2007 and 2009)
FY2019
(New employees between FY 2008 and 2010)
FY2020
(New employees between FY 2009 and 2011)
Women Regular employees 48.5% 45.8% 36.8%
Administrative employees 70.0% 66.7% 62.5%
Total 60.3% 57.4% 48.6%
Men Regular employees 61.4% 60.3% 53.7%
Administrative employees - - -
Total 61.4% 60.3% 53.7%
9) Rates of childcare leave by gender
  FY2018 FY2019 FY2020
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 100.0% 100.0% 100.0%
Administrative employees - - -
Total 100.0% 100.0% 100.0%
10) Annual leave rates (usage rates)
  FY2018 FY2019 FY2020
Regular employees 74.1% 73.2% 71.4%
Administrative employees 86.4% 83.9% 76.5%
Contractors 96.5% 98.0% 77.7%
Total 77.3%(14.7 days) 76.3%(14.6 days) 72.7%(14.0 days)

Note: Figures in brackets are average annual leave taken

11) Ratio of women in assistant managers or equivalent
  FY2018 FY2019 FY2020
Women 101 101 113
Total men and women 230 207 223
Ratio 43.9% 48.8% 50.7%

Note: As of March 31 of each fiscal year

12) Ratio of women officers
  FY2018 FY2019 FY2020
Women 1 1 1
Total men and women 42 43 43
Ratio 2.4% 2.3% 2.3%

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
  FY2018 FY2019 FY2020
Occupational category change Regular employee (Assigned to any region)→ Regular employee(Metropolitan area only) - - -
Regular employee (Metropolitan area only) → Regular employee(Assigned to any region) 2 (Women) - -
Regular employee(Assigned to any region) →Administrative employee 1 (Women) - -
Regular employee(Metropolitan area only) →Administrative employee - - 1 (Women)
Employment type change Temporary staff→Administrative 5 (Women) - -
Total 8 - 1
14) Re-employment and mid-career employment data by gender
  FY2018 FY2019 FY2020
Women 7 4 3
Men 22 33 23
Total 29 37 26

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)

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.
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, 2021, there was one woman director, one woman executive officer and 45 women managers [9.7%].)

Number and ratio of women in managerial positions
  March 31, 2018 March 31, 2019 March 31, 2020 March 31, 2021 July 1, 2021
Number 32 34 36 42 45
Ratio 6.7% 7.2% 7.9% 9.1% 9.7%

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.

Promoting Active Participation of Global Human Resources

Tokyo Century's overseas network has been expanded to more than 30 countries and regions around the world through an alliance strategy in collaboration with local blue-chip companies overseas. Developing global human resources is essential for our continued growth.
Tokyo Century proactively continues to hire non-Japanese employees in Japan with the aim of developing and appointing diverse human resources who thrive around the globe.
In addition, Tokyo Century is working to develop human resources who can play an active role on the global stage in the future by establishing an international course for new graduates and actively promoting the overseas trainee system and overseas assignment for young employees.

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 June 1, 2021: 3.22%[Non-consolidated]).

As an effort to further promote the employment of people with disabilities, in April 2019 Tokyo Century hired 6 staff members (persons with intellectual/mental disabilities) and opened the TC Work Happiness Farm in Funabashi-city in Chiba. In February 2021, along with the expansion of the plantation, Tokyo Century hired 3 people with disabilities.

TC Work Happiness Farm provides a secure and fulfilling working environment for disabled persons in a long term basis. We grow vegetables in a farm house designed with the motto of safety and cleanliness, and donate the harvested vegetables to the Second Harvest Japan, as part of the company’s CSR activities.

Second Harvest Japan (2HJ) was established in March 2002 as Japan’s first food bank. Food bank is charitable organization that distributes food to those who are in need to avoid hunger. 2HJ redistributes a variety of food donated from food manufacturers, retailers, farmers and individuals that are unexpired and safe for consumption before disposing, to welfare agencies, orphanages, women shelters, people without homes, and others in need. Furthermore, 2HJ performs various relief activities to respond to the needs in the region hit by the Great East Japan Earthquake, the 2016 Kumamoto Earthquake, and others.

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