DiversityPromoting the Active Participation of Diverse Human Resources

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 30% 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.