The Tokyu Fudosan Holdings Group will respect the following matters as a set of fundamental rights in hiring and employment in order to achieve co-existence and co-prosperity
The Tokyu Fudosan Holdings Group will respect the following matters as a set of fundamental rights in hiring and employment in order to achieve co-existence and co-prosperity with employees.
The Group supports and respects the OECD Guidelines for Multinational Enterprises, international labor standards and Guiding Principles on Business and Human Rights. In December 2016, we stated our support for the UN Global Compact. In accordance with the ten principles of the UN Global Compact in the areas of human rights, labor, environment and anti-corruption, we promote responsible management and contribute to a sustainable society.
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Click here to learn more about the UN Global Compact
Tokyu Fudosan Holdings engages in activities as a member of the Global Compact Network Japan (GCNJ), the local network of United Nations Global Compact in Japan.
Tokyu Fudosan Holdings Group translates basic policy on labor management into English to ensure it is properly communicated to our employees and local staff at our overseas business locations.
Tokyu Fudosan 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 346 students in fiscal 2019.
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.
he Group has established the Sustainability Promotion Committee headed by the President & CEO, and to address the issues of diversity with regard
The Group has established the Sustainability Committee headed by the President & CEO, and to address the issues of diversity with regard to employees and work styles, the Diversity Council, established as a subcommittee, leads relevant management activities across the entire Group.
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 Livable, Inc. also strives to prevent prolonged work hours by using a program to automatically shutdown computers after a certain period of time and other solutions.
The Group follows the minimum wage laws of each country where it operates to ensure that it pays wages that exceed the local minimum wage. The average annual wage of Tokyu Fudosan Holdings Corporation was 11.37 million yen in fiscal 2019.
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.
The Group primarily provides knowledge-based services, which means child labor or forced labor does not typically occur in this business segment. In its employment regulations, Tokyu Land Corporation prohibits employees under the age of 18 from working more than eight hours in one day, and as of today, there have been no cases of child labor or forced labor. To prevent child labor or forced labor from occurring in the future, checks are conducted as part of daily operations. If a case of child labor or forced labor is found, a mechanism and reporting system are in place to report the matter to the company.
The Group has clear stipulations prohibiting discrimination based on race, religion, gender, age, sexual orientation, disability or nationality. Such forms of discrimination are not present within the Group as of the present, and checks are conducted as part of daily operations in order to prevent discrimination from occurring in the future. If a case of discrimination is found, a mechanism and reporting system are in place to report the matter to the company.
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. Tokyu Land Corporation holds a training seminar for all new employees on the theme “Issues Surrounding Companies and Human Rights,” so that they can have a grasp of human rights issues.
Whistleblower System of the TFHD Group assumes it step 1-3 as below. We strongly believe that we should take actions by employee and organization themselves before reporting to compliance desk step 3. It also applies to early detection and the prevention of the compliance violation.
"Guidebook for prevention of sexual harassment" and "Guidebook for prevention of power harassment" on the intranet so that all employees can see it at any time.
The Group conducts various harassment/bullying prevention seminars targeting all managers on a regular basis.
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, and research and explore how we can address them. 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.
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 and other experts to help us identify actual human rights risks and explore specific approaches.
We have set up a work-at-home system to create a work-friendly culture through flexible working styles at 29 of our group companies.
We have set up a work-at-home system to create a work-friendly culture through flexible working styles at 29 of our group companies. TOKYU COMMUNITY CORP. enables a more flexible way of working by simultaneously using the “sliding work system” that allows working hours to be pushed up and pushed down.
TOKYU COMMUNITY CORP. also has created a “Women Working Project Team” and is working to provide support for balancing childcare and work, which are necessary for women to continue working. This initiative has led to an increase in the number of women hired and continued employment, and we have obtained the highest “Eruboshi Certification” from the Minister of Health, Labor and Welfare as a company with excellent initiatives to promote the active participation of women.
Tokyu Land Corporation continues to conduct employee satisfaction surveys. The purpose is to create a more rewarding organization / workplace by visualizing the engagement status of employees and improving their organizational capabilities.
Rating | Score | |
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FY2018 first half | BBB | 56.3 |
FY2018 second half | BBB | 57.0 |
FY2019 first half | A | 58.0 |
FY2019 second half | BBB | 57.9 |
The average hours spent on skills development per regular employee of Tokyu Land Corporation was 13 hours per year. (FY2016)
The training that Tokyu Land Corporation conducted to develop the skills of regular employees is as follows. (FY2019)
・Total time: 13,151.7 hours
・Average time per person: 12.7 hours
・Average number of days per person: 1.7 days
・Type of training: hierarchical training, optional training, nomination type training
he turnover rate per voluntary reason of Tokyu Land Corporation was 2.1%, and there were no cases of dismissal due to personnel cuts. (FY2019)
The turnover rate per voluntary reason of Tokyu Land Corporation was 2.1%, and there were no cases of dismissal due to personnel cuts. (FY2019)
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.
As one of the skill development programs, Tokyu Fudosan Holdings hosts Knowledge Café seminars quarter-annually, which invites top professionals from broad range of industries to share their expertise and views. The Café is open to all Group employees and some of these seminars draw over 200 audiences overflowing the venues eager to broaden their horizons.
The Group employs 10,486 contract workers, and 37% of all persons employed, including regular employees, have fixed term contracts.(April 1,2017)
The Group employs 10,486 contract workers, and 36% of all persons employed, including regular employees, have fixed term Contract employees.(April 1, 2020)
The Tokyu Fudosan Holdings Group receives verification of its non-financial data from a third-party in order to ensure the reliability of this information. For fiscal 2019, the scope of this verification includes social data (eight items including the ratio of female managers, average years of service, and the ratio of new female employee hires to total hires, etc.).
Management Structure Board of Directors to Oversee Health and Safety Iss...
Monitoring and Management of Health and Safety Performance Tokyu Fudosan...
Third-party Evaluation of Health and Safety Data Tokyu Fudosan Holdings ...
The Group endeavors to offer sound workplaces that are dynamic so that each...
Eight Companies Certified as Outstanding Health and Productivity Management...
In February 2015, Ewel, Inc. received the highest DBJ Employee’s Health Man...
Addressing Global Health Issues There are a number of countries sufferin...
This card shows number of fatal occupational accidents of Tokyu Fudosan Hol...
Injury and morbidity rate with leave (LTIFR) - Employees including contract...
Absentee Rate - Employees including contract employees 201...
Communication of Corporate Policy on Labor Standards Tokyu Fudosan Holdi...
Employment Initiatives, Apprenticeship, Internship Programs for Socially Di...
Taking steps to promote diverse workforce regardless of race, religion, gen...
Practice and Implementation Launched and Participated in Builders and Re...
We have set up a work-at-home system to create a work-friendly culture thro...
Continued employee satisfaction surveys Tokyu Land Corporation cont...
The average hours spent on skills development per regular employee of Tokyu...
Skill Development Programs for Employees In order to foster innovation w...
The Group employs 10,486 contract workers, and 37% of all persons employed,...
Third-party Verification of Social Data The Tokyu Fudosan Holdings Group...
Action Plan for Act on Promotion of Women's Participation and Advancement i...
Tokyu Livable, Inc. has established the Diversity Promotion Section in an e...
[ Promotion of women's participation and advancement ] Diversity promoti...
Promoting women’s participation With an aim to promote women’s parti...
【Work style reform】 Employee satisfaction survey Tokyu Land Corporati...
Achieving Work-life balance Our group offer diverse working arrangements...
[ Support for balancing work, childcare and eldercare ] Support for chil...
[ Role of elderly and workers with disabilities ] Employment for people ...
Employment for older workers Tokyu Livable’s “Career expert re-employmen...
[ Awards & Rankings ] L-boshi certified* with highest ratings ...
Ranked as a “Great Place to Work” Tokyu Livable ranked 25th in 2020 ...