Promoting the Active Participation of Diverse Human Resources
- Promoting Women’s Active Participation
- Informational Tables Concerning Women’s Active Participation
- Promotion of Women to Officer and Managerial Positions
- Promoting Active Participation of Global Human Resources
- Promoting Employment of Disabled Persons
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, 2023 – March 31, 2028
Quantitative Targets
- Maintain the percentage of women in new-graduate hires to at least 40%
- Aim to increase the percentage of women in managerial positions to at least 30% by 2030
- Maintain the percentage of childcare leave acquisition in men to 100%
- Maintain the percentage of annual paid leave acquisition to at least 70%
Informational Tables Concerning Women’s Active Participation (Tokyo Century Only)
Ratio of women in employed workers
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Regular employees | 23.8% | 29.5% | 25.7% |
Administrative employees | 100.0% | 100.0% | |
Contractors | 100.0% | 0.0% | 41.7% |
Total | 28.9% | 29.2% | 35.3% |
*Includes mid-career recruits
Average years of continuous employment by gender
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FY2021 | FY2022 | FY2023 | ||
---|---|---|---|---|
Women | Regular employees | 11.2 year | 9.8 year | 9.3 year |
Administrative employees | 19.6 year | 20.6 year | 21.1 year | |
Total | 17.1 year | 16.7 year | 16.9 year | |
Men | Regular employees | 17.3 year | 16.9 year | 17.3 year |
Administrative employees | ||||
Total | 17.3 year | 16.9 year | 17.3 year |
*As of March 31 of each fiscal year
Ratio of women in managerial position
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Women | 45 | 57 | 63 |
Total men and women | 466 | 482 | 525 |
Ratio | 9.7% | 11.8% | 12.0% |
*As of March 31 of each fiscal year
Average overtime hours per month
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Regular employees | 16.5 hours | 17.2 hours | 16.8 hours |
Administrative employees | 2.6 hours | 2.5 hours | 2.6 hours |
Total | 11.2 hours | 11.8 hours | 11.6 hours |
*Labour outside legally designated hours
Ratio of successful job applicants by gender
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FY2021 | FY2022 | FY2023 | ||
---|---|---|---|---|
Women | Regular employees | 72.1 × | 21.8 × | 26.9 × |
Administrative employees | 1.0 × | 17.6 × | ||
Contractors | 2.5 × | 1.2 × | ||
Total | 55.9 × | 21.8 × | 20.7 × | |
Men | Regular employees | 41.8 × | 18.6 × | 20.1 × |
Administrative employees | ||||
Contractors | 17.0 × | 1.0 × | ||
Total | 42.3 × | 18.6 × | 17.3 × |
*Includes mid-career recruits
Ratio of men to women in hiring
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Regular employees | 1.7 | 1.2 | 1.3 |
Administrative employees | |||
Contractors | 1.2 | ||
Total | 1.3 | 1.2 | 1.2 |
*Includes mid-career recruits
Ratio of women in labourers
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Regular employees | 12.0% | 14.6% | 14.7% |
Administrative employees | 100.0% | 100.0% | 100.0% |
Contractors | 29.4% | 31.3% | 34.2% |
Temporary staff | 86.8% | 90.5% | 92.7% |
Total | 30.7% | 32.0% | 32.7% |
- *As of March 31 of each fiscal year
- *Consolidated base as of March 31, 2024 : 35.4% (Contractors and temporary staff are not included)
Ratio of continuous employment after ten year by gender
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FY2021 (New employees between FY 2010 and 2012) |
FY2022 (New employees between FY 2011 and 2013) |
FY2023 (New employees between FY 2012 and 2014) |
||
---|---|---|---|---|
Women | Regular employees | 37.5% | 60.0% | 66.7% |
Administrative employees | 50.0% | 66.7% | ||
Total | 42.9% | 61.5% | 66.7% | |
Men | Regular employees | 58.3% | 65.4% | 56.0% |
Administrative employees | ||||
Total | 58.3% | 65.4% | 56.0% |
Rates of childcare leave acquisition by gender
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FY2021 | FY2022 | FY2023 | ||
---|---|---|---|---|
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% |
Annual paid leave acquisition rates (usage rates)
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Regular employees | 73.6% | 75.4% | 79.6% |
Administrative employees | 80.3% | 88.1% | 85.4% |
Contractors | 92.4% | 103.0% | 85.6% |
Total | 75.6%(14.5 days) | 78.8%(14.8 days) | 81.1%(15.2 days) |
*Figures in brackets are average annual paid leave taken
Ratio of women in assistant managers or equivalent
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Women | 115 | 119 | 133 |
Total men and women | 239 | 240 | 257 |
Ratio | 48.1% | 49.6% | 51.8% |
*As of March 31 of each fiscal year
Ratio of women officers
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Women | 2 | 2 | 2 |
Total men and women | 42 | 38 | 36 |
Ratio | 4.8% | 5.3% | 5.6% |
- *As of March 31 of each fiscal year
- *Officers (including part time) = Directors, auditors, and executive officers
Occupational category or employment type change data by gender
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FY2021 | FY2022 | FY2023 | ||
---|---|---|---|---|
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) | 1 (Women) | |||
Regular employee (Assigned to any region) → Administrative employee | ||||
Regular employee (Metropolitan area only) → Administrative employee | ||||
Employment type change | Temporary staff → Administrative | 1 (Women) | ||
Total | 1 | 1 |
Re-employment and mid-career employment data by gender
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FY2021 | FY2022 | FY2023 | |
---|---|---|---|
Women | 4 | 10 | 10 |
Men | 24 | 41 | 40 |
Total | 28 | 51 | 50 |
*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 retain more than 40% of its new hires and 30% of its managers by 2030, and is steadily increasing the number of female executives and managers by actively recruiting motivated and talented women. 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, 2024, there was two women directors, and 63 women managers [12.0%].)
Number and ratio of women in managerial positions
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March 31, 2020 | March 31, 2021 | March 31, 2022 | March 31, 2023 | March 31, 2024 | |
---|---|---|---|---|---|
Number | 36 | 42 | 45 | 57 | 63 |
Ratio | 7.9% | 9.1% | 9.7% | 11.8% | 12.0% |
*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.
And check out a roundtable discussion with employees who have worked in Asian countries in the Tokyo Century News article entitled “Realities of Working as an Expatriate: Four Young Employees Share Their Overseas Experience.”
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, 2024: 3.26%[Non-consolidated]).
As an effort to further promote the employment of people with disabilities, in April 2019 Tokyo Century hired staff members (persons with intellectual/mental disabilities) and opened the TC Work Happiness Farm in Funabashi-city in Chiba. We then expanded the farm in February 2021 and June 2023 to promote the employment of 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. A food bank is a 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 regions hit by the Great East Japan Earthquake, the 2024 Noto Peninsula Earthquake, and others.