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, 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

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

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