Policy

DE&I vision

Diversity of human resources is essential to realize our group's vision of "a future where everyone can be themselves and shine with vitality through the creation of attractive and diverse lifestyles. Our group will create innovation by recognizing differences in diverse attributes, eliminating discrimination based on gender, age, nationality, race, ethnicity, religion, social status, disability, gender identity, sexual orientation, gender expressionand and other factors, providing fair opportunities for advancement, and creating an environment in which everyone can work as they wish and be themselves, We will work to create value through our business activities.

In our group, to align human resources strategy, including health and safety, with business strategy, the Sustainability Committee and the Risk Management Committee report the challenges and progress of human resources strategy, including KPIs, and discuss the policy among the executive management. The results are then reported to the Board of Directors.

Management Structure

In our group, to align human resources strategy, including health and safety, with business strategy, the Sustainability Committee and the Risk Management Committee report the challenges and progress of human resources strategy, including KPIs, and discuss the policy among the executive management. The results are then reported to the Board of Directors.

For the implementation of the human resources strategy, our Group Human Resources Department oversees and manages the human resources departments of the five major companies within the company. As part of specific monitoring functions, the Group Human Resources Council is held twice a year to report and share the challenges and progress of KPIs among the various group companies. Additionally, individual subcommittees are established for specific themes such as diversity, recruitment, and labor management, ensuring a solid framework for the effective execution of human resources strategy.

System for Advancing Human Resources Strategy

In April 2013, TOKYU LIVABLE, INC. became the first major real estate distribution company to establish a division dedicated to diversity, followed by the establishment of a division dedicated to work style reform in April 2018.

Promoting diversity and creating dynamic workplaces

In April 2013, TOKYU LIVABLE, INC. became the first major real estate distribution company to establish a division dedicated to diversity, followed by the establishment of a division dedicated to work style reform in April 2018. Tokyu Livable aims to be a company where each and every employee, regardless of gender, age, or disability, can fulfill their potential in their own way, and is committed to promoting diversity and reforming the way they work. For example, we have established a "partner system" for female sales and brokerage salespeople working shorter hours to work on projects with a partner in conjunction with reduced targets, to provide backup for customer service and a shift system for days off.

The company also has a Career Expert Re-employment System in place that enables the continued employment of employees that fulfill certain internal standards until age 70 if they wish to remain employed. In addition to promoting the proactive use of female employees, the Group will actively work towards creating a workplace that can take advantage of the abundant experience and personal connections of senior employees that are expected to increase in the future so that they can be effectively used in the organization.

Tokyu Fudosan Holdings Group organizes Diversity Conference where representatives from group companies come together to promote group-wide diversity.

Diversity promotion and enhancement

Tokyu Fudosan Holdings Group organizes Diversity Conference where representatives from group companies come together to promote group-wide diversity. The conference set KPI targets and monitor progress on percentage of female employees and women in managerial positions. It also serves as a place to share innovative measures within and outside the group to improve group-wide diversity.

Gender Pay disclosure and Gender Pay Equality Programme

One of the reasons why the gender wage gap exists to a certain extent is the low ratio of women in managerial positions, and as the ratio of female managers increases in the future, it is expected that the wage gap between men and women will narrow. In order to promote women's participation in the workforce, our group is promoting the following three policies and initiatives (management commitment, system initiatives, and corporate culture initiatives).
Please see below for the actual gender wage gap.

• ESG Data : Gender pay gap

Work style reform

Achieving Work-life balance

Our group offer diverse working arrangements to achieve better efficiency and productivity as well as employees’ work-life balance. Thanks to advanced IT, Tokyu Fudosan, Tokyu Community,Tokyu Livable and Tokyu Housing Lease have introduced telework scheme to accommodate more flexible work style. Many employees have already been taking advantage of the arrangement, which have proven to lead to more efficient use of time, improving productivities and employee satisfaction.
TOKYU COMMUNITY CORP. enables employees to work even more flexibly by simultaneously using a "sliding work hour system" that allows them to move up or down their work hours.

Improvement of work engagement (Employee satisfaction survey)

Tokyu Land Corporation continues to conduct employee satisfaction surveys. We aim to create a more organized organization and workplace by visualizing the involvement situation of employees and improving organizational capabilities.

Support for balancing work, childcare and eldercare

Each company in Tokyu Fudosan Holdings Group has been taking measures suitable to its business environment, to achieve a workplace where employees can balance their work and various life events or personal commitments including childcare and eldercare, and continue in their career.

Support for childcare and eldercare

Tokyu Land Corporation, TOKYU COMMUNITY CORP., Tokyu Housing Lease Corporation, NATIONAL STUDENTS INFORMATION CENTER CO., LTD., and other companies providepaidleave (2days, 5days, etc.)for childcare purposes tosupportmale employees' participationinchildcare.

Tokyu Land Corporation

In order to encourage male employees to take childcare leave, Tokyu Land Corporation provides e-learning programs for all employees, explaining the importance of childcare leave and how to adjust work duties during childcare leave.

TOKYU COMMUNITY CORP.

TOKYU COMMUNITY CORP. holds seminars for managers on nursing care, where they learn about support measures based on specific examples, in an effort to prevent employees from leaving their jobs to care for family members, and to support employees who are working while caring for family members.
In addition, the company has prepared a "Work-Life Balance Promotion Guidebook" that outlines childcare, nursing care, and other benefit programs, and continues to promote awareness of these programs.

TOKYU LIVABLE, INC.

TOKYU LIVABLE, INC. has introduced a system for employees on childcare leave to exchange information and conduct interviews before and after returning from maternity leave to help employees balance work and childcare.
At the same time, we have introduced a "partner system" for employees who wish to work shorter hours, which, in conjunction with reduced targets, provides a system for working on projects with a partner to provide backup in dealing with customers and a shift system for days off.

Role of elderly and workers with disabilities

Employment for people with disabilities

Tokyu Livable Staff Corporation, a subsidiary of Tokyu Livable offers employment opportunities for those with disabilities, where everyone finds right work for his/her skills and competencies and becomes a valuable member of the company. Many physically or mentally challenged employees, or “satellite staff” have been teleworking, drawing plans and guide maps on PC, while mentally disabled employees or “challenge staff” have been working as a team at the head office and each division, taking on wide range of back office tasks including handling interoffice mails and issuing certificates.

Tokyu Fudosan Holdings' employment rate for staff with a disability in fiscal 2022 was 2.4%.

• ESG Data : Staff with disabilities

Employment for older workers

Tokyu Livable’s “Career expert re-employment” program ensures extended employment up to 70 years of age for older workers who are willing and meet the company standards. Tokyu Community’s retirement extension program, just introduced in October 2017, extends  retirement age to 65 years old from current 60 for their technical staff. Both schemes are intended for growing number of older workers to take active roles in the workplace, as well as for the companies to tap on senior workers’ valuable experience and connections. Tokyu Land Corporation supports the diverse work styles of its senior employees by introducing a side job system for rehired contract employees and a partner system that allows them to choose the number of days they work.

Various training programs

Education on Diversity, Equity and Inclusion

Tokyu Fudosan Holdings believes that creating a workplace where a diverse workforce can work with vigor and enthusiasm leads to increased corporate value. To this end, we regularly conduct e-learning programs to deepen understanding of the importance of diversity, equity and inclusion in corporate management.

Various awards, rankings, etc.

Recognition for LGBTQ Initiatives through the 'PRIDE Index'

In the 'PRIDE Index,' which evaluates corporate and organizational efforts towards LGBTQ inclusion, Tokyu Real Estate Co., Ltd. and Tokyu Community were awarded the highest ranking of 'Gold' (as of 2023).

Under the Tokyu Land Holdings Group Human Rights Policy, the Tokyu Land Holdings Group is committed to eliminating discrimination based on gender, age, nationality, race, ethnicity, religion, social status, disability, gender identity, sexual orientation, and other factors, and to creating a mutually respectful organization that provides value to society. We will give back to society by creating an organization that respects each other.

L-boshi certified^* with highest ratings

Tokyu Community develop support programs to balance work and childcare/eldercare to ensure women’s continuing career. This project was highly evaluated for achieving more employment opportunities and continuous career for women, and led in L-boshi certificate awarded by Health, Labor and Welfare Minister as a company with excellent program implementation for advancement of women in workplace.

• *L-boshi(star) certification is given to companies that meet criteria set forth based on the Act on Promotion of Women’s Participation and Advancement in the Workplace.

"L-boshi" Logo

Third-party Independent Verification

The Tokyu Fudosan Holdings Group receives independent verification of its environmental data from a third-party in order to ensure the reliability of this information.
For fiscal 2022, the scope of this verification includes data for our Employee(Percentage of female managers,Percentage of full-time female employees and Percentage of new hires that are women).

Third-party Independent Verification Report on Social Data (Diversity)

• Independent Verification Report by a third party