Committed to Diversity and Inclusion

  • As-is
    • 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
  • To-be
    • Environment motivating employees to perform best with their diverse individuality

Our Initiatives

Mid-career hiring results based on the Labor Measures Comprehensive Promotion Act

FY2019 FY2020 FY2021 FY2022
Ratio of mid-career hires 68.5% 94.2% 100% 100%

(Published on June 29, 2023)

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.

  • Obtained Kurumin and Platinum Kurumin certificate

Recognized as an Outstanding Company with Barrier-free Mindset by Tokyo Metropolitan Government

  • The Company has been taking various initiatives in providing opportunities for diverse human resources and certified as an outstanding company in 2024. The Tokyo Metropolitan Government promotes barrier-free mindset not only to improve facilities but also to think about a society and environment where all people can participate equally and take necessary actions to develop community where everyone can move smoothly and enjoy various activities. The companies that have made particularly outstanding efforts are certified and published as an outstanding company with barrier-free mindset.

    Tokyo Metropolitan Government "Barrier-Free Mind" Support Enterprise Collaboration Project (Japanese language)

    • Clicking on the link above will take you to the barrier-free mindset website by Tokyo Metropolitan Government.
  • Recognized as an Outstanding Company with Barrier-free Mindset by Tokyo Metropolitan Government


Work-life balance (on a non-consolidated basis)

FY2019 FY2020 FY2021 FY2022
Total no. of working hours per month 166.3 160.3 165.3 166.8
Overtime work hours per month 13.3 11.4 11.3 13.2
No. of employees with reduced working hours 277 216 228 231
No. of employees on childcare leave 298 149 191 117
Percentage of employees taking childcare leave 55.0% 87.3% 67.0% 79.5%
Average no. of days for paid leave 84.3% 90.5% 81.7% 81.2%

Diversity (consolidated excl. Guam Resort, non-consolidated plus Leopalace Smile for employment of disabled people)

FY2019 FY2020 FY2021 FY2022
No. of disabled employees (annual average) 128.9 107.9 103.1 90.2
Ratio of disabled employees(annual average rate) 2.26% 2.33% 2.73% 2.77%
No. of employees re-employed after reaching 18 16 15 12
No. of foreign national staff 213 171 144 116
No. of foreign national managers 18 16 13 11
Ratio of female managers 6.4% 5.8% 6.5% 5.5%

No. of female leaders by position (non-consolidated)

FY2019 FY2020 FY2021 FY2022
Assistant Manager 149 160 146 144
Manager 97 55 46 35
Department Manager 1 1 1 0
Director and Executive Officer 2 1 1 2


    • Clicking the links above will take you to the home page of each site.