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

Goals, Initiatives, and Achievements

Launched and Participated in Builders and Realtors Human Rights Due Diligence Promotion Council

On September 21, 2018, with Mitsubishi Estate as an organizer, Tokyu Fudosan Holdings, NTT Urban Development, Tokyo Tatemono Co., Nomura Real Estate Holdings, Obayashi Co., Shimizu Corporation and Taisei Corporation joined in launching of Builders and Realtors Human Rights Due Diligence Workshop.

The Workshop aims to identify adverse impacts that builders and realtors have on human rights, research and explore how we can address them and share good practices with general construction companies which are one sector of the suppliers. By doing so, we make sure we are in line with the UN Guiding Principles on Business and Human Rights which require business enterprises to avoid infringing on human rights of others and to implement measures to prevent, mitigate and remedy human rights abuses on those linked to their businesses.

In April 2023, the Workshop changed its name to Human Rights Due Diligence Promotion Council, and in December of the same year, Mitsui Fudosan Co., Ltd.

Amid recent globalization, our businesses today operate well beyond national boundaries and we are expected to embrace more internationalized, sophisticated corporate social responsibilities(CSR). At the same time, adaption of UN Sustainable Development Goals(SDGs) in 2015 has accelerated ESG investing practices where investors screen and invest in companies with strong E(environment), S(society) and G(governance) due diligence.

Regarding Human Rights, a core subject in Social Responsibility, UN Commission on Human Rights adopted UN Guiding Principles on Business and Human Rights in 2011, providing a framework for businesses to respect human rights, in which companies are required to practice human rights due diligence in order to avoid and mitigate human rights infringement.

Human rights due diligence practice involves four steps: assessing human rights impacts; integrating findings and responding to impacts; tracking performance; and communicating about how impacts are addressed. Because these steps are to be taken not only on our own business entity but also on its entire supply chain and value chain network, the vastness of this scope has hindered us from thoroughly addressing the issues. That is why developers as well as construction companies in the supply chains decided to launch the Workshop, the first of its kind in the industry, to establish Human rights due diligence framework.

The Workshop provides member companies with opportunities to learn about human rights including international human rights standards and approaches expected of us. We intend to invite specialists from NGO such as FoE Japan and other experts to help us identify actual human rights risks and engage in biodiversity dialogues to explore specific approaches.

Participation in GCNJｰA member of a recognised supply chain related initiative

Tokyu Fudosan Holdings participates in the global supply chain subcommittee held by the Global Compact every year.

External response to labor issues

Participate in industry collaboration in labor standards

Tokyu Land Corporation are a member of the Shibuya Labor Standards Association, and we are always working closely with the labor standards administration promoted by the Shibuya Labor Standards Inspection Office, and we strive to create a safe, healthy and comfortable workplace through mutual communication and cooperation among our members.

When Tokyu Fudosan Holdings invests in a new project such as an M&A, it conducts due diligence on the other company's management system, including personnel management and internal rules, and assesses risks related to labor issues.

Risk Assessment on Labor Issues

●New project

When Tokyu Fudosan Holdings invests in a new project such as an M&A, it conducts due diligence on the other company's management system, including personnel management and internal rules, and assesses risks related to labor issues.

●Existing project

In our group, we regularly conduct assessments of human resources and labor matters in existing operations, performing risk assessments related to labor issues.

Whistleblower System

Whistleblower System of the TFHD Group assumes it step 1-4 as below. We strongly believe that we should take actions by employee and organization themselves before reporting to compliance desk step 4. It also applies to early detection and the prevention of the compliance violation.

Non-retaliation policy

In accordance with the Whistleblower Protection Act, whistleblowers are legally protected so that their personal information is kept anonymous, their reports are kept confidential, and they are not subjected to any prejudicial treatment.

Proactively communicated to employees

This system is actively communicated to employees by the following.

• Distribution of report window card
• Notification using compliance communication (issued monthly) and e-learning (twice a year)
• Posting on the TLC portal site

Corrective and remedial initiatives

Respect for human rights and mechanism for reporting violations of human rights

The Group strives to help individuals and communities by clearly stating that it will not discriminate on the basis of race, religion, gender, age, sexual orientation, disability, or nationality. In order to prevent future occurrences, we check them in our daily work inspections. We have a system in place to notify the company through a whistle-blowing system if it is discovered, and if we can identify that it has had a negative impact on human rights or has been involved in it, we will provide relief to the affected party.

In addition, The Tokyu Fudosan Holdings Group states “Respect human rights” in the Code of Conduct and encourages individual employees to give due consideration to human rights in their activities. The Group respects basic human rights in compliance with “the Universal Declaration of Human Rights” adopted by the United Nations as well as with the local laws and regulations implemented in the regions where it has bases. The Group also takes steps to prevent discriminatory behavior and speech, sexual harassment and power abuse while making efforts to respect the diverse values, individuality, and privacy of individuals.

The number of incidents of labour standards non-complianceｰNumber of helpline reports

fiscal 2022, the number of consultations and reports received through the helpline was 160, including minor consultations and questions. The Group Human Resources Department and the Group Legal Department understand, evaluate, and analyze these matters, and report to the Risk Management Committee and the Board of Directors.In addition, each company takes appropriate measures such as cautioning the individual and related parties, and strives to improve.

• ESG Data : Helpline performance

Specific action taken regarding non-compliance specifying the types of incidents

Tokyu Land Corporation takes the following measures when overtime work exceeds regulations.

• For employees whose overtime work or holiday work exceeds 79 hours per month, the company will provide an interview with a doctor for guidance.
• After a doctor interviews and provides guidance to employees who work long hours, we listen to the doctor's opinion and take measures, such as shortening working hours, as necessary.

Taking steps to promote diverse workforce regardless of race, religion, gender, age, sexual orientation, handicap, nationality, and equal opportunities, and to eliminate discrimination ～　Equal Employment Opportunities

Tokyu Fudosan Holdings has set forth a code of conduct regarding human rights for each Group company to observe. The Compliance Group of the Group Legal Affairs Department and the Human Resources Development Group in the Group Human Resources Department are responsible for the company’s positive and voluntary fulfillment of social responsibilities regarding human rights, and raising awareness and understanding of human rights issues throughout the Group.

Specific measures include trainings and e-learning programs on sexual, power and other types of harassments, discrimination and LGBT as part of our continuous awareness campaign. In addition, compliance helplines are available both within and outside of the company for employees to consult to via phone or e-mail regarding harassments and other issues.

We have launched an information liaison committee to further our effort to raise human rights awareness throughout the Group and strive to improve disability employment and hiring foreign nationals residing in Japan.
 

The Group responds to the fact that forced labors related to the foreign technical intern training program is regarded as a issue in Japan.

Acceptance of foreign technical intern trainees and effots to respect their human rights

The Group responds to the fact that forced labors related to the foreign technical intern training program is regarded as a issue in Japan. We fully respect the human rights of foreign technical intern trainees as a priority issue for human rights risks, and have organized the issues related to the trainees and created the guidelines. By conducting surveys of the Group's host companies, we are continuously and proactively evaluating whether there are any negative impacts on human rights, and are working to avoid and prevent human rights violations. The results of the survey conducted in FY2020 showed no problems, but if problems are discovered in the future, we will work to mitigate them.

Tokyu Land Corporation and TOKYU LIVABLE, INC. provide an environment where people with disabilities can work comfortably, such as by arranging work according to disabilities so that employees with disabilities can fully exert their abilities.

The Employment of under-privileged groups and Internship Programs for Youth unemployment initiatives

Tokyu Land Corporation and TOKYU LIVABLE, INC. provide an environment where people with disabilities can work comfortably, such as by arranging work according to disabilities so that employees with disabilities can fully exert their abilities.
Tokyu Land Corporation offers internship opportunities for students to make educated career choices. Both undergraduate and graduate students are eligible to apply to the internship program which accepted 199 students in fiscal 2022.

Information Provision to Employees

The 'Guidebook for Preventing Sexual Harassment' and the 'Guidebook for Preventing Power Harassment' are available on the intranet at our group, allowing employees to access them at any time.

Improvement of working conditions.

The Group is committed to preventing child labor and forced labor by complying with the laws and regulations of each country concerning human rights and labor.

Preventing child labour and forced labour

The Group is committed to preventing child labor and forced labor by complying with the laws and regulations of each country concerning human rights and labor. In order to prevent child labor, we verify the age of each employee by using his or her certificate of residence when hiring.

To prevent forced and compulsory labor, we conduct periodic monitoring at each Group company and have established a contact point where employees can report possible violations. In addition, we always hire based on the applicant's willingness to apply, and mid-career hires, in particular, are hired based on the applicant's agreement after presenting working hours, wages, and other information in writing.

Supporting a living wage

In addition to monthly salaries, Tokyu Land Corporation pays employees bonuses according to business performance several times a year.

Each subsidiary of the Group monitors employees for chronic and constant prolonged work hours and makes improvements when necessary by discussing information about employees working prolonged hours and solutions at meetings of the Group Executive Committee and meetings involving executive officers.

Management of work hours

Each subsidiary of the Group monitors employees for chronic and constant prolonged work hours and makes improvements when necessary by discussing information about employees working prolonged hours and solutions at meetings of the Group Executive Committee and meetings involving executive officers.

Tokyu Land Corporation has a mechanism in place for labor-management negotiations. And it also holds "no overtime days" or a program to automatically shutdown computers after a certain period of time. TOKYU COMMUNITY CORP.,Tokyu Livable, Inc. and Tokyu Housing Lease Corporation also strive to prevent prolonged work hours by using a program to automatically shutdown computers after a certain period of time and other solutions.

In accordance with the provisions of the Part-Time and Fixed-Term Worker Law, the Worker Dispatching Law, etc., we are working to establish a system to ensure equal and balanced treatment regardless of gender or employment status.

Equal Pay for Equal Work Policy

In accordance with the provisions of the Part-Time and Fixed-Term Worker Law, the Worker Dispatching Law, etc., we are working to establish a system to ensure equal and balanced treatment regardless of gender or employment status.

Communication with employees

Tokyu Land Corporation has instituted a labor negotiation mechanism to ensure dialogue between its employee representatives and senior management.

Dialogue between labor and management

Tokyu Land Corporation has instituted a labor negotiation mechanism to ensure dialogue between its employee representatives and senior management. Under the mechanism, the company’s directors and the labor union meet annually and exchange their views and opinions, which nurtures better mutual understanding necessary for healthy labor-management relationship enabling both employees and the management to identify and share present issues, seek solutions and implement measures.

Tokyu Land Corporation explains labor laws, employment regulations, labor contracts, and other labor standards to all employees, including those of Group companies in overseas locations, during training for new employees, newly appointed managers, and other level-specific education.

Communicate labor standards globally to employees

Tokyu Land Corporation explains labor laws, employment regulations, labor contracts, and other labor standards to all employees, including those of Group companies in overseas locations, during training for new employees, newly appointed managers, and other level-specific education. In such cases, necessary materials are distributed in Japanese, English, and other languages as needed to create an environment in which employees can understand the information in their native language (or an equivalent language).

In order to foster innovation within the Group required to create values for diverse lifestyles, the Group proactively promote individual skill development.

Skill Development Programs for Employees

In order to foster innovation within the Group required to create values for diverse lifestyles, the Group proactively promote individual skill development. A number of Group companies offer certificate assistance programs to help their employees obtain professional certifications including Licensed Real Estate Realtor, First-class Qualified Architect, Real Estate Transaction Specialist, Small and Medium Enterprise Management Consultant, Licensed Representative of Condominium Management Company , Licensed Strata Management Consultant, and The Official Business Skills Test in Bookkeeping. Language classes and other training programs are also available for the employees.

In addition, Tokyu Land Holdings holds "Knowledge Forums," self-development seminars in which professionals and top runners in various fields and industries are invited to share their experiences, and "Knowledge Cafés," in which employees serve as lecturers to promote mutual understanding of business operations. The "Knowledge Café" is held about four times a year for Group employees as a place for mutual understanding.
These seminars are popular as a place to deepen knowledge, with one particularly popular event attracting more than 200 participants, exceeding the venue's capacity.

Training on human rights policy

The Group conducts human rights policy training in e-learning for all employees to raise awareness of the need to protect human rights in business. In fiscal 2022, we conducted training on human rights-friendly procurement. In addition, Tokyu Land Corporation provides all new employees with training on the company's human rights policy, deepening their understanding of human rights issues under the theme of "Companies and Human Rights Issues."

The Group regularly holds e-learning and training by inviting external lecturers for all employees and managers to prevent harassment.

Harassment training for all employees and managers

The Group regularly holds e-learning and training by inviting external lecturers for all employees and managers to prevent harassment. The themes are not limited to mere learning, but also cover practical themes such as communication gaps between generations, unconscious bias and anger management, and include instances of harassment and how to respond to reports of harassment. We strive to prevent harassment by deepening the understanding of all employees and managers.

Various data

Freedom of Association