Diversity & Inclusion
The Tokyo Seimitsu Group believes that diverse perspectives and ideas stimulate each other and create new value. Therefore, we shall respect the personality and individuality of employees and shall not discriminate on the basis of gender, age, nationality, ethnicity, race, physical or mental disability, gender orientation, culture, religion, ideological or political beliefs, national origin or family background, etc. In order to realize a workplace where all employees can work safely and with a sense of purpose, we are promoting various initiatives that embrace diversity.
Targets
[Promotion of Women’s Participation and Advancement]
Period: April 1, 2025 to March 31, 2027
1. Increase the number of women serving as managers, chiefs, and assistant chiefs by 1.5 times or more from the March 2025 levels
2. Reduce the average overtime working hours of full-time employees to less than 25 hours per month
[Employment of people with disabilities]
Achieve the mandatory employment rate
Related data
| Indicator | FY2020 | FY2021 | FY2022 | FY2023 |
FY2024 |
| Percentage of female managers (%) | 1.5 | 1.9 | 2.4 | 2.1 | 2.6 |
| Percentage of female officers (%) | 7.7 | 7.7 | 15.4 | 16.7 | 16.7 |
| Percentage of female regular employee hires (%) | 6.1 | 17.0 | 18.3 | 22.1 | 21.8 |
|
Percentage of female regular employees (%) |
6.4 | 7.4 | 8.5 | 10.3 | 11.6 |
|
Number of hours of career training for |
- | - | 87.0 | 938.0 | 0 |
| Percentage of employment of persons with disabilities* (%) | 1.94 | 1.95 | 2.07 | 2.17 | 2.39 |
| Number of retirees (persons) | 5 | 4 | 9 | 3 | 6 |
|
Number of retirees re-hired via |
7 | 10 | 20 | 25 | 24 |
| Percentage of retirees re-hired (%) | 58.3 | 71.4 | 69.0 | 89.3 | 80 |
Scope: Regular employees of Tokyo Seimitsu Co., Ltd. (non-consolidated basis)
* Data depicted in the table are current as of June 1 of each year. The “Act to Facilitate the Employment of Persons with Disabilities” stipulates that employment of one individual with a serious disability is equivalent to employing “two individuals” for purposes of calculating the number of associates with disabilities and percentage of employment.
Promotion of Women’s Participation and Advancement
In order to ensure that women can work more actively as core human resources in our organization, we consider it an urgent issue to hire more female regular employees and improve the work environment for them. Based on this understanding, we formulated the “Action Plan for Promoting Employment and Careers of Women” (FY2021 to 2025) and have been pushing forward a variety of measures to meet the challenge.
As a result, we have been able to achieve the target metrics sooner than we set out to accomplish by the end of FY2025. Therefore, we have newly created the "Action Plan Based on the Act on the Promotion of Women's Active Engagement in Professional Life" (FY2025 to 2026).
We intend to continue to increase recruitment of female regular employees and further step up efforts to promote women's engagement with the aim of making our organization sustainable.
Initiatives for the Promotion of Women’s Participation and Advancement
Hiring of women
• Increase the female recruitment rate and enhance students' interest in the Company
New graduate recruitment site https://www.accretech.com/recruit/new-career/
• Information on reasons why employees, including female employees, applied to the Company and relevant opportunities, positive attributes of occupations/workplaces, job satisfaction (motivation and challenges), and single-day schedules
• Information on various systems including child-rearing support and nursing care support
• Information on Tokyo Seimitsu’s working environment provided through numerical data
Mid-career employee recruitment site https://www.accretech.com/jp/recruit/career/
• Interview with two female career employees that were hired by Tokyo Seimitsu
• Mid-career employee roundtable discussion
Participation of employees, including women, in the summer 1-day work study program*
• Utilize scouting service to increase opportunities for connecting with science-oriented women
• Provide a clearer idea to women of what it is like to work at the Company
(through interviews with female employees and roundtable discussions)
• Participation in recruitment events for science-oriented women
Support for
the career development
of female employees
• Career development training for women (46 female employees participated in FY2023)
• Raise awareness of the development of female subordinates through human resource development training for superiors
(131 people participated in FY2023)
• Introduction of external counseling services in April 2022
(these services can be utilized by all employees, not only women)
Opportunities
for female employees
to interact with each other
• Promote opportunities for female employees to interact with each other through activities such as women’s career development training
• Select female senior employees as partners for new female employees and promote opportunities for them to interact through regular interviews and other means
* This program allows students to learn about the Company’s atmosphere and work content through roundtable discussions, workplace tours, and workshops
Employment of Persons with Disabilities
In order to create a workplace where persons with disabilities can sense their own growth and contribute to the Company, we have established an organization centered on people with disabilities with the aim of creating a workplace where they can work with a sense of fulfillment. Since FY2022, we have assigned full-time instructors, and as of the end of April 2024, the number of employees with disabilities has increased to nine accordingly, creating a support system that enables employees with disabilities to perform their work independently. Now, we have 30 employees with disabilities working at the Company (as of the end of March 2024), including above-mentioned ones. Employees of the departments they are assigned to participate in supporter request courses and interact with each other with correct knowledge and understanding.
Initiatives for Employment of Persons with Disabilities
Coordination
• Conduct workplace tours and practical training in cooperation with employment support agencies, special needs schools, etc.
Also, conduct periodic interviews regarding workplace retention
Job creation
• Promote understanding of employment and job creation through discussion with divisions that do not have persons with disabilities,
and submit job requirements to Hello Work (Japan’s job placement office)
• Promote mutual understanding through workplace tours and practical training
Retention
• Have employees in the host department participate in a supporter training course to strengthen the hosting system
• Introduction of full-time instructors for persons with disabilities
• Establishment of a dedicated department to support the employment of persons with disabilities
Re-Employment System for Retirees
Tokyo Seimitsu has introduced a re-employment system that allows employees to continue working as part-time employees after retirement. We have established a system that enables employees to play an active role by making use of the knowledge, technology, and know-how cultivated over many years.
Environment・Society・Governance
