Committed to Diversity and Inclusion
- Ratio of male to female employees is 54:46
- Certified as Platimum Kurumin company which cares child raising
- Hiring and retaining disabled employees
- Creating opportunities for internal dialogue by discussion theme
- Environment motivating employees to perform best with their diverse individuality
Mid-career hiring results based on the Labor Measures Comprehensive Promotion Act
|Ratio of mid-career hires
(Published on July 28, 2022)
The Company has shifted its hiring policy and put higher weight on mid-career hiring compared with new-graduate hiring because of the change in the business portfolio.
The mid-career hiring helps to increase the diversity of members in the organization and foster the innovation by mixing and matching various ideas, knowledge and skills.
Hold a series of "THE DANKAI," roundtable discussion on diversity (From Feb 2015)
Held a roundtable discussion involving employees such as working mothers, care givers, and fathers taking parental leave men enjoying child rearing and supervisors supporting their subordinates' work-life balance, persons in charge of promoting equitable participation by female employees, disabled employees, foreign national employees. This is an inhouse exchange meeting to provide opportunities to hear about concerns, issues, and ideas to improve the workplace environment which should lead to new measures. The summary is posted on Intranet.
Expanded leave of absence entitlement for nursing care (From Apr 2015)
Employees are entitled to 10 days of leave which is more generous than the statutory requirement, out of which 5 days are paid leaves. In case employees need to take care of two or more persons, the entitlement becomes 15 days. The leave system became more flexible from October 2017 as a leave of absence can be taken on an hourly basis.
Allow extended period for shorter work entitlement due to childcare (From Apr 2015)
Shorter work is allowable up to the point when a child finishes the third grade of a primary school. In order to support the working mothers, shorter working hours can be taken for an extended period than stipulated in the Child Care and Family Care Leave Act, which states that shorter working hours are taken in principle until the day before the child's third birthday.
Encourage male employees' taking parental leaves (From Nov 2016)
President & CEO notified all employees of promoting male employees' childcare leave. General Managers to send an e-mail message to urge a male employee with his spouse expecting a baby and his supervisor to consider taking a parental leave.
Extended teleworking eligibility (From Jun 2018)
Extended eligibility for those who do not have particular reasons such as child raising or nursing care but who aim to improve productivity. Such teleworkers should be able to perform their duties without close supervision and achieve equivalent level of outcomes compared to that attained in their usual workplaces. In principle teleworking is allowed up to eight days per month. (The teleworking cases are posted on Intranet including the cases which confirmed successful productivity increase.) In addition, the Company is actively promoting other work-style reforms, such as conducting work-life balance attitude surveys and introducing inter-work intervals as a health management indicator.
Introduced accumulated paid holiday－life support holiday (From Apr 2020)
A part of unused holiday entitlement for the second year can be accumulated and used only for the purpose of the recovery from own injuries and illness and for caregiving to family members in an attempt to support the employees for the balance of work and child care and nursing care as well as own injuries and illness.
Awards and Certifications
Obtained Kurumin and Platinum Kurumin certificate
Ministry of Health, Labour and Welfare administers certification in accordance with Act on Advancement of Measures to Support Raising Next-Generation Children. Leopalace21 obtained the status of Kurumin company which cares child raising in 2012, 2015 and 2017 as a result of our attempt in balancing work and childrearing through reducing overtime work. The certificate was upgraded to Platinum Kurumin in October 2017 to award Leopalace21's further involvement in advanced level of support to the female workers.
Certified as Outstanding Health & Productivity Management Organization 2022
Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi, or an assembly of health promotion organizations, jointly praise good-performing large and medium to small companies which supports employees' health management in accordance with addressing regional health issues and promoting health-related measures.
Work-life balance (on a non-consolidated basis)
|Total no. of working hours per month
|Overtime work hours per month
|No. of employees with reduced working hours
|No. of employees on childcare leave
|Percentage of employees taking childcare leave
|Average no. of days for paid leave
Diversity (consolidated excl. Guam Resort, non-consolidated plus Leopalace Smile for employment of disabled people)
|No. of disabled employees (annual average)
|Ratio of disabled employees(annual average rate)
|No. of employees re-employed after reaching
|No. of foreign national staff
|No. of foreign national managers
|Ratio of female managers
No. of female leaders by position (non-consolidated)
|Director and Executive Officer