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

	FY2016	FY2017	FY2018
Regular employees	14.0%	10.9%	18.9%
Administrative employees	100.0%	100.0%	100.0%
Part time employees	50.0%	33.3%	-
Total	25.0%	33.8%	36.0%

Note: Includes mid-career recruits

2) Average years of continuous employment by gender

		FY2016	FY2017	FY2018
Women	Regular employees	9.4 years	10.1 years	10.6 years
	Administrative employees	17.3 years	16.8 years	16.9 years
	Total	15.1 years	15.0 years	15.3 years
Men	Regular employees	17.5 years	17.3 years	17.4 years
	Administrative employees	17.0 years	-	-
	Total	17.5 years	17.3 years	17.4 years

Note: As of March 31 of each fiscal year

3) Ratio of women in managerial position

	FY2016	FY2017	FY2018
Women	27	32	34
Total men and women	495	478	472
Ratio	5.5%	6.7%	7.2%

Note: As of March 31 of each fiscal year

4) Average overtime hours per month

	FY2016	FY2017	FY2018
Regular employees	13.6 hours	10.0 hours	12.0 hours
Administrative employees	3.0 hours	1.7 hours	2.4 hours
Total	9.7 hours	6.9 hours	8.3 hours

Note: Labour outside legally designated hours

5) Ratio of successful job applicants by gender

		FY2016	FY2017	FY2018
Women	Regular employees	99.4×	162.0×	121.1 ×
	Administrative employees	59.7×	25.4×	37.7×
	Part time employees	3.5×	4.5×	-
	Total	70.7×	53.3×	70.3×
Men	Regular employees	45.3×	55.9×	70.3×
	Administrative employees	-	-	-
	Part time employees	17.5×	8.3×	6.0×
	Total	44.1×	51.6×	66.3×

Note: Includes mid-career recruits

6) Ratio of men to women in hiring

	FY2016	FY2017	FY2018
Regular employees	2.2	2.9	1.7
Administrative employees	-	-	-
Part time employees	0.2	0.5	-
Total	1.6	1.0	1.1

Note: Includes mid-career recruits

7) Ratio of women in labourers

	FY2016	FY2017	FY2018
Regular employees	9.7%	9.9%	10.0%
Administrative employees	99.5%	100.0%	100.0%
Part time employees	33.3%	33.3%	29.2%
Temporary employees	86.2%	82.5%	75.0%
Total	31.1%	31.1%	30.9%

Note: As of March 31 of each fiscal year

8) Ratio of continuous employment after ten years by gender

		FY2016 （New employees between FY 2005 and 2007）	FY2017 （New employees between FY 2006 and 2008）	FY2018 （New employees between FY 2007 and 2009）
Women	Regular employees	40.7%	44.4%	48.5%
	Administrative employees	57.1%	71.7%	70.0%
	Total	50.0%	61.6%	60.3%
Men	Regular employees	65.4%	67.0%	61.4%
	Administrative employees	-	-	-
	Total	65.4%	67.0%	61.4%

9) Rates of childcare leave by gender

		FY2016	FY2017	FY2018
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	93.1%	146.2%	100.0%
	Administrative employees	-	-	-
	Total	93.1%	146.2%	100.0%

10) Annual leave rates (usage rates)

	FY2016	FY2017	FY2018
Regular employees	69.0%	71.2%	74.1%
Administrative employees	88.5%	84.2%	86.4%
Part time employees	96.7%	105.4%	96.5%
Total	73.6%（14.2 days）	74.7%（14.2 days）	77.3%（14.7 days）

Note: Figures in brackets are average annual leave taken

11) Ratio of women in assistant managers or equivalent

	FY2016	FY2017	FY2018
Women	95	93	101
Total men and women	230	229	230
Ratio	41.3%	40.6%	43.9%

Note: As of March 31 of each fiscal year

12) Ratio of women officers

	FY2016	FY2017	FY2018
Women	1	1	1
Total men and women	33	34	42
Ratio	3.0%	3.0%	2.4%

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

		FY2016	FY2017	FY2018
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 （Men）	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 employee→Administrative	1 （Women）	8 （Women）	5 （Women）
Total		2	11	8

14) Re-employment and mid-career employment data by gender

	FY2016	FY2017	FY2018
Women	5	11	7
Men	19	20	22
Total	24	31	29

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.
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 March 31, 2019, there was one woman executive officer and 34 women managers [7.2%].)

Number and ratio of women in managerial positions

	March 31, 2015	March 31, 2016	March 31, 2017	March 31, 2018	March 31, 2019
Number	11	18	27	32	34
Ratio	2.4％	3.7％	5.5％	6.7％	7.2％

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 has been expanding its overseas businesses through business collaborations with local blue-chip companies overseas based on its alliance strategy. Tokyo Century proactively 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.

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, 2019: 3.01%［Non-consolidated］).

In addition, Tokyo Century engages in farming, “TC Work Happiness Farm”, for the purpose of promoting more employment for disabled persons, hiring eight staff members (persons with intellectual/mental disabilities) including a farm director (elderly).

Located in Funabashi-city in Chiba, 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, distribute the harvested vegetables to the employees, and bring it to the link between the employees and the farm director and staff members. We also have some plans for the activities of social contribution such as donating the harvested vegetables to “Children’s Cafeteria(*)” when ready to supply vegetables stably.

Tokyo Century continues to develop working environment that diversified employees can flourish, together with the promotion of maintenance and enhancement of the employment system for disabled persons.

(*) The regional community welfare service for children mainly conducted by local governments and residents to provide meal for free or at a low-price