Diversity & Inclusion

Policy and Concept

With the declining birthrate and growing proportion of elderly people as well as a declining workforce, effectively using a workforce that includes women and senior citizens is more important than ever before. In addition, as customer needs diversify, we believe contributing to the provision of services from an even broader point-of-view and greater decision making relates to providing high-quality services.
Tokyo Tatemono upholds the realization of a satisfying working place where employees can feel their growth in the Human Resource Policy, and it is building an environment where diverse human resources can feel motivated while dedicating themselves to their job free from obstacles.
Moreover, through the participation of a variety of human resources, we aim to provide services that respond to more sophisticated and diversified customer needs.

System

The Tokyo Tatemono Personnel Division links the departments in charge of administration at each Group Company to promote various measures in the Tokyo Tatemono Group and supports these measures horizontally across the Group so that diverse human resources can continually grow free from obstacles.

Indicators and Results

Tokyo Tatemono has received third-party assurance by Lloyd's Register Quality Assurance Limited (LRQA) to assure integrity of part of its data. The type and numerical data assured are marked with *.

●Collection Period:
  • January to December each year. Data is as of December of each year unless stated otherwise.
●Collection Scope:
  • Tokyo Tatemono Co., Ltd.
Item Unit 2014 2015 2016 2017 2018
Number of Full-time Employees (total) People 543 576 584 687 719
Men People 456 458 461 542 548
Women People 87 118 123 145 171
Female Full-time Employee Rate % 16.0 20.5 21.1 21.1 23.8
Female Employee Rate % 25.1 24.9 25.8 26.6 27.7
Number of Managers People 274 281 295 339 350
Men People 269 275 287 328 334
Women People 5 6 8 11 16
Female Management Rate % 1.8 2.1 2.7 3.2 4.6
Female Director Rate % 0 0 0 0 0
New Hires (Total) People 11 15 14 19 22
Men People 7 10 10 15 14
Women People 4 5 4 4 8
New Female Hiring Rate % 36.4 33.3 28.6 21.1 36.4
Difference in Average Tenure Between Male and Female Employees Year - 3.9 2.6 1.9 2.7
Employment Rate of Persons with Disabilities* % 2.06(June) 2.06(June) 1.88(June) 1.98*(June) 1.87*(June)
Re-employment Rate of Employees at Retirement Age % 60.0 66.7 75.0 91.7 87.5

Promotion of Women to Take Active Roles

Tokyo Tatemono is working to build a workplace and appoint diverse human resources as a way to fully drive the potential of the individual skills and personalities of women as well as their ambition.
In December 2018, our female employment rate was 28%, which increased seven points from 2015.
We have established various policies as systems for maintaining careers with flexibility to life events when building a women-friendly workplace progress.

Leave Systems for Pregnancy, Childbirth, Child Rearing and Nursing Care as well as Re-employment Policies for People Who Have Resigned
We have established leave systems both female and male employees may use for pregnancy, childbirth, child rearing and nursing care in addition to re-employment policies for employees who have resigned from their post for the same reasons.
Policy to Accompany a Spouse Transferred Overseas
Opportunities for both male and female employees to work overseas are growing as globalization and equal opportunities for employment for both men and women progress. If the spouse of an employee has been transferred overseas and the employee will accompany their spouse to live overseas, Tokyo Tatemono provides a system to approve leave for up to three years to facilitate a full family life of that employee. Employees who have resigned for this reason are also able to take advantage of the re-employment policy for employees who have resigned.
This system can be used regardless of whether the employee is a man or a woman.

Expanding the Child Rearing Support Policy

Tokyo Tatemono expanded the child rearing support policy in January 2019 for the purpose of establishing a workplace environment that allows both the growth of the employee and society. This expansion extends the applicable period of the various systems for child rearing so that employees can take advantage of the policies more easily, such as broadening the work forms that can be chosen under the short-work hour system.

Overview of the Child Rearing Support Policy

…Policy for Both Men and Women
…Policy for Women

  • *
    Areas indicated in white are designated by the law or health insurance.
  • *
    Red text indicates areas expanded by Tokyo Tatemono this year.
  • *
    Some policies designate a certain length of tenure or have other requirements.

During Pregnancy

Policy Overview
Flextime System The employee may use the flextime system.
Salary: Same wages as the standard flextime system
Carry Over Paid Leave Policy The employee may use the carry over paid leave policy.
Salary: Paid leave
Re-employment Policy for Employees Who Have Resigned Due to Pregnancy, Childbirth, Child Rearing or Nursing Care The employee may be re-employed by Tokyo Tatemono if they express the desire to work for the company again after resignation.

Before/After Childbirth

Policy Overview
Carry Over Paid Leave Policy The employee may use the carry over paid leave policy.
Salary: Paid leave
Re-employment Policy for Employees Who Have Resigned Due to Pregnancy, Childbirth, Child Rearing or Nursing Care The employee may be re-employed by Tokyo Tatemono if they express the desire to work for the company again after resignation.
Leave Before/After Childbirth The employee may take leave for up to six weeks before childbirth and eight weeks after childbirth.
Salary: Paid leave
Child Rearing Leave The employee may take leave until March 31st plus an additional month after their child has reached the age of three.
Salary: Unpaid (compensation is provided by employment insurance)
Child Rearing Leave Benefits The employee receives an equivalent of 67% of their salary during child rearing leave (50% after six months from when leave begins)
Period: Until the child reaches one year of age (Special cases: 1-year and 6-months to 2-years old)
Exemption from health insurance and employee benefit premiums The employee is exempt from health insurance and employee benefit premiums during child rearing leave.
Period: Until the child reaches three years of age
Special Leave for Childbirth The employee may take one day of special leave.
Salary: Paid leave
Congratulatory Money for Childbirth The employee receives 50,000 yen as congratulatory money for childbirth.
Lump Sum for Childbirth/Child Rearing (Lump Sum for Family Childbirth/Child Rearing) The employee is paid 420,000 yen as a lump sum for childbirth/child rearing. The employee receives this lump sum for multiple children.
Childbirth Expense Benefits Policy The employee may borrow a lump sum for childbirth/child rearing at no interest (legal payment).
Income Tax Exemption for Childbirth Expenses The employee may write off the cost incurred during childbirth as a medical exemption for their income taxes.

During Child Rearing

Policy Overview
Flextime System The employee may use the flextime system.
Salary: Same wages as the standard flextime system
Period: Until the day the child completes third grade [extended]
Carry Over Paid Leave Policy The employee may use the carry over paid leave policy.
Salary: Paid leave
Re-employment Policy for Employees Who Have Resigned Due to Pregnancy, Childbirth, Child Rearing or Nursing Care The employee may be re-employed by Tokyo Tatemono if they express the desire to work for the company again after resignation.
Short-work Hour System The employ may work six hours as their normal working hours. Choose between five types of work forms [target expanded]
Period: Until the child completes third grade [extended]
Leave Related to Child Rearing The employee may take leave for one full day or divide the leave by hour.
Salary: Unpaid
Period: Until the child reaches one year of age
Restrictions on Overtime for Child Rearing The employ is limited to no more than 24 hours of overtime per month and must not exceed 150 hours of overtime per year.
Period: Until the day the child completes third grade [extended]
Restrictions on Late Night Work for Child Rearing The employee may be restricted from working between 10:00 p.m. to 5:00 a.m.
Period: Until the day the child completes third grade [extended]
Exemption from Overtime for Child Rearing The employ may be exempt from exceeding the fixed overtime.
Period: Until March 31st plus an additional month after the child has reached the age of three.
Nursing Care Leave for a Child The employee may take up to five days leave for their first child or up to ten days for their second child between April 1 to March 31 to care for injured or sick children (leave may be taken in half-day increments).
Salary: Unpaid
Period: Until the day the child completes third grade [extended]
Pediatric Expense Benefits The employee receives assistance for expenses incurred for medical care of their child.
Child Allowance The employee receives a child allowance.
Special Babysitter Discount The employee receives a special discount on babysitter fees if they use a welfare service.

Promotion of Seniors to Take Active Roles

Tokyo Tatemono has introduced a re-employment policy for employees at retirement age so that employees who have reached the age of 60 can take active roles by leveraging their career up to that point. In addition, the Personnel Division consults with employees who have put off retirement and works so that they can leverage the career they have built up to that point to take an active role in-line with their desire to work based on a life plan for each and every person.

Re-employment Status of Employees at Retirement Age

Employees at retirement age Re-employment
2018 8 7 87.5%
2017 12 11 91.7%
2016 4 3 75.0%
2015 6 4 66.7%
2014 5 3 60.0%

Promotion of People with Disabilities to Take Active Roles

Tokyo Tatemono actively strives to employ people with disabilities. We have prepared a system in which people with disabilities will have long-term stable employment, such as assigning them to the most appropriate department, conducting regular consultations with the Personnel Division, and setting working hours considering the level of disability.

Trends in the Employment Rate of People with Disabilities
(as of June each year)

Trends in the Employment Rate of People with Disabilities (as of June each year)