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

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

Ratio of women in employed workers

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FY2020 FY2021 FY2022
Regular employees 12.1% 23.8% 29.5%
Administrative employees none 100.0% none
Contractors 50.0% 100.0% 0.0%
Total 17.9% 28.9% 29.2%

*Includes mid-career recruits

Average years of continuous employment by gender

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FY2020 FY2021 FY2022
Women Regular employees 11.2 year 11.2 year 9.8 year
Administrative employees 18.8 year 19.6 year 20.6 year
Total 16.6 year 17.1 year 16.7 year
Men Regular employees 17.3 year 17.3 year 16.9 year
Administrative employees none none none
Total 17.3 year 17.3 year 16.9 year

*As of March 31 of each fiscal year

Ratio of women in managerial position

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FY2020 FY2021 FY2022
Women 42 45 57
Total men and women 460 466 482
Ratio 9.1% 9.7% 11.8%

*As of March 31 of each fiscal year

Average overtime hours per month

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FY2020 FY2021 FY2022
Regular employees 14.9 hours 16.5 hours 17.2 hours
Administrative employees 3.2 hours 2.6 hours 2.5 hours
Total 10.2 hours 11.2 hours 11.8 hours

*Labour outside legally designated hours

Ratio of successful job applicants by gender

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FY2020 FY2021 FY2022
Women Regular employees 167.5 × 72.1 × 21.8 ×
Administrative employees none 1.0 × none
Contractors 1.0 × 2.5 × none
Total 96.1 × 55.9 × 21.8 ×
Men Regular employees 47.7 × 41.8 × 18.6 ×
Administrative employees none none none
Contractors 1.7 × none 17.0 ×
Total 40.6 × 42.3 × 18.6 ×

*Includes mid-career recruits

Ratio of men to women in hiring

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FY2020 FY2021 FY2022
Regular employees 3.8 1.7 1.2
Administrative employees none none none
Contractors 0.6 none none
Total 2.4 1.3 1.2

*Includes mid-career recruits

Ratio of women in labourers

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FY2020 FY2021 FY2022
Regular employees 11.3% 12.0% 14.6%
Administrative employees 100.0% 100.0% 100.0%
Contractors 24.3% 29.4% 31.3%
Temporary staff 81.3% 86.8% 90.5%
Total 30.6% 30.7% 32.0%

Ratio of continuous employment after ten year by gender

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FY2020
(New employees between FY 2009 and 2011)
FY2021
(New employees between FY 2010 and 2012)
FY2022
(New employees between FY 2011 and 2013)
Women Regular employees 36.8% 37.5% 60.0%
Administrative employees 62.5% 50.0% 66.7%
Total 48.6% 42.9% 61.5%
Men Regular employees 53.7% 58.3% 65.4%
Administrative employees none none none
Total 53.7% 58.3% 65.4%

Rates of childcare leave acquisition by gender

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FY2020 FY2021 FY2022
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 none none none
Total 100.0% 100.0% 100.0%

Annual paid leave acquisition rates (usage rates)

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FY2020 FY2021 FY2022
Regular employees 71.4% 73.6% 75.4%
Administrative employees 76.5% 80.3% 88.1%
Contractors 77.7% 92.4% 103.0%
Total 72.7%(14.0 days) 75.6%(14.5 days) 78.8%(14.8 days)

*Figures in brackets are average annual paid leave taken

Ratio of women in assistant managers or equivalent

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FY2020 FY2021 FY2022
Women 113 115 119
Total men and women 223 239 240
Ratio 50.7% 48.1% 49.6%

*As of March 31 of each fiscal year

Ratio of women officers

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FY2020 FY2021 FY2022
Women 1 2 2
Total men and women 43 42 38
Ratio 2.3% 4.8% 5.3%

Occupational category or employment type change data by gender

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FY2020 FY2021 FY2022
Occupational category change Regular employee (Assigned to any region) → Regular employee (Metropolitan area only) none none none
Regular employee (Metropolitan area only) → Regular employee (Assigned to any region) none none 1 (Women)
Regular employee (Assigned to any region) → Administrative employee none none none
Regular employee (Metropolitan area only) → Administrative employee 1 (Women) none none
Employment type change Temporary staff → Administrative none 1 (Women) none
Total 1 1 1

Re-employment and mid-career employment data by gender

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FY2020 FY2021 FY2022
Women 3 4 10
Men 23 24 41
Total 26 28 51

*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, 2023, there was two women directors, and 57 women managers [11.8%].)

Number and ratio of women in managerial positions

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March 31, 2019 March 31, 2020 March 31, 2021 March 31, 2022 March 31, 2023
Number 34 36 42 45 57
Ratio 7.2% 7.9% 9.1% 9.7% 11.8%

*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, 2023: 3.40%[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. 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.

Relevant links

Sustainability

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