Basic Approach
We strive to realize comfort and affluence by respecting the personalities of each and every employee, rejecting all
forms of discrimination and harassment, and securing a working environment that is safe and easy to work in.
We are also working to improve work-life balance by promoting work efficiency and reducing overtime hours.
Human Rights Initiatives
Heiwa Real Estate endeavors to build and maintain a safe and exemplary working environment that respects the personality and individuality of each individual.
Prohibition of Discrimination
Heiwa Real Estate does not discriminate on the basis of nationality, race, gender, age, sexual orientation, disability, beliefs, ideas, and religions. In addition, we do not conduct or permit any behavior that may cause a negative impact on the working environment, including unilateral coercion or solicitation regarding beliefs, ideas, or religions.
Prohibition of Harassment
For Heiwa Real Estate, employees and officers are regarded as important partners in the execution of work duties. Accordingly, the Group prohibits sexual harassment, power harassment, or any other forms of harassment in recognition of its obligation to maintain orderly and cooperative relations in the workplace.
It has also established official rules prohibiting sexual and power harassment in an effort to prevent workplace harassment.
Promotion of Diversity
Our basic policy is to be inclusive of diversity in characteristics such as gender, age, nationality, and values, to create an environment where each individual can maximize their abilities, and to promote the active participation of diverse human resources.
We are working to promote diversity, including the success of women, conduct rigorous evaluations regardless of gender, and have set quantitative targets for the ratio of new female hires.
Medium-term Management Plan KPI：Rate of new hires that are female: At least 30%
| FY2020 | FY2021 | FY2022 | |
|---|---|---|---|
| Percentage of female employees | 31.4% | 35.2% | 35.4% |
| Percentage of female managers | 5.0% | 5.3% | 10.8% |
| Percentage of non-regular employees (*1) | 8.8％ | 9.0％ | 10.8% |
| Percentage employees with disabilities (*2) | 0% | 0% | 0% |
1. Ratio of non-regular employees, comprising contract workers and temp staff, among overall employees (consolidated basis).
2. Ratio of employees with disabilities among overall employees (consolidated basis).
| FY2020 | FY2021 | FY2022 | |
|---|---|---|---|
| Number of female university graduates hired | 2(total2) 100% |
1(total3) 33.3% |
1(total2) 50% |
| Childrearing leave obtained by | - | - | 3 |
| Short working hours obtained by | - | 1 | 1 |
- Job category conversion: 2 employees (Employees whose job categories have been switched from a clerical career track to a managerial career track)
- Action Plan Based on the Act on Advancement of Measures to Support Raising Next-Generation Children (PDF：104KB)
- Action Plan Based on the Act on Promotion of Women's Participation and Advancement in the Workplace(PDF：246KB)
Initiatives Supporting Work-Life Balance
Employee Childcare Support Programs
| Childcare leave program | An employee is eligible to take childcare leave until his or her child reaches the age of 18 months. |
|---|---|
| Childcare shortened working hours program | An employee is eligible to work shortened working hours (9:00 a.m. to 4:00 p.m.) until his or her child reaches the age of three. |
| Childcare overtime exemption program | An employee may be exempt from working any overtime until his or her child reaches the age of three. |
| Childbirth gift money and paid time off | To congratulate an employee and his or her spouse upon the birth of their child, the Group offers a gift of ¥100,000. The employee is also given four days off at the time of childbirth. |
Employee Nursing Care Support Programs
| Nursing care leave program | Employees with primary nursing care responsibilities are eligible to take up to 180 days of nursing care leave for each family member they care for. The program can be used up to three times per family member within a period during which continuous care is required. |
|---|---|
| Nursing care shortened working hours program | Employees with family nursing care responsibilities are eligible to work shortened working hours (10:00 a.m. to 4:00 p.m.). |
| Nursing care overtime exemption program | Employees with family nursing care responsibilities may be exempt from working any overtime. |
Welfare and Other Systems
| Flextime system | Employees can freely decide when to start and end work. |
|---|---|
| Telecommuting system | Employees may work from their homes. |
| Cafeteria plan | We have introduced a welfare system that allows employees to pick and choose from a menu of benefits, such as health promotion activities and self-development. |
| Summer vacation | Employees can take five summer vacation days, either consecutively or separately, every year within the period from July 1 to September 30. |
| Extra day-off program | When scheduling at least two consecutive paid vacation days, employees can take an extra complimentary day off once each year. |
| Annual paid vacation accumulation system | The Group offers an annual paid vacation accumulation system, which allows employees to accumulate and take paid holidays that were previously unused due to job circumstances or other reasons. Ten paid holidays can be accumulated annually (up to 90 days). |
| Long-service leave program | The Group offers five additional days off and a special bonus of ¥50,000 to employees when they reach their 10th and 20th year of service in appreciation for their many years of hard work. |
| Hour-based leave system | Employees may take leave on an hourly basis. |