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

Policy

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.

1. Prohibition of discrimination: We will eliminate all discriminatory actions based on nationality, race, religion, beliefs, gender, age, sexual orientation and/or disability and will strive to maintain equal opportunity and treatment in hiring and employment.
2. Prohibition of harassment: We will never engage in sexual harassment, power harassment, or any other form of harassment toward people in the workplace. We will also never tolerate language or actions related to harassment.
3. Prevention of forced labor: We will strive to eliminate and prevent all forms of forced labor.
4. Curtailment of overwork and reduction of overtime: We will establish a fundamental policy on work management to curtail overwork and reduce overtime work giving consideration to employees’ work-life balance and their health maintenance/improvement. In Japan, we will comply with the “Article 36 Agreement.”
5. Prevention of child labor: We will support and practice the effective abolishment of child labor.
6. Respect for freedom of association and the right to collective bargaining: In recognizing that the freedom of association and the right to collective bargaining are fundamental human rights that must be respected by a company, in countries and regions where the formation of labor unions is allowed we fully recognize employees’ right to organize, right to collective bargaining and right to strike in labor agreements. In addition, even in countries and regions that do not allow the formation of labor unions due to laws or practice, we will effectively promote conflict resolution through dialogue involving management and labor with the purpose of securing the freedom of association and the right to collective bargaining.
7. Payment of wages above and beyond the minimum wage: We will comply with labor laws and regulations and adopt a fundamental policy on labor management in which we will pay wages to employees above and beyond the minimum wage.

Supporting international initiatives

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.

The 10 Principles of the UN Global Compact

Click here to learn more about the UN Global Compact

he Group has established the Sustainability Promotion Committee headed by the President & CEO, and to address the issues of diversity with regard

Management Structure

Diversity Council

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.

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 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.

 

Management of wages

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.

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.

Preventing child labor or forced labor

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.

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

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

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.

Thorough dissemination of information to employees

"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.

Harassment/bullying prevention seminars targeting managers

The Group conducts various harassment/bullying prevention seminars targeting all managers on a regular basis.

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.

Initiatives to create an employee-friendly work culture

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.

The average hours spent on skills development per regular employee of Tokyu Land Corporation was 13 hours per year. (FY2016)

Employee training dedicated to skills development

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)

Turnover rate

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)

The Group employs 10,468 contract workers, and 37% of all persons employed, including regular employees, have fixed term contracts.(April 1,2017)

Ratio of non-regular employees

The Group employs 10,468 contract workers, and 36% of all persons employed, including regular employees, have fixed term Contract employees.(April 1, 2020)

Third-party Verification of Social Data

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 2020, 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.).

Third-party Verification Report on Social Data