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Sustainability
Women's Empowerment
Having taken effect in April 2016, Japan's"Act on Promotion of Women's Participation and Advancement in the Workplace" encompasses a series of measures aiming to give rise to a society in which all women who aspire to play active roles in career settings are able to fully demonstrate their individuality and capabilities. We aims to develop workplaces that empower each and every employee to play active roles, in alignment with their aptitudes, capabilities and growth.
Going forward, we will continue to develop workplace environments that make it possible for our female employees to demonstrate their individuality and capabilities in a manner that enables them to strike a balance between family life and their careers. Meanwhile, we will engage in efforts across the entire &Do Holdings Group to serve as a prosperous and vibrant company that values the determination of its female employees.
Our goals based on the Act on Promotion of Women's Participation and Advancement in the Workplace
We has set a goal of increasing the percentage of women in management positions to 20% or more at the end of March 2025 (consolidated group), and is implementing various initiatives, such as communicating the work styles of female managers who will serve as role models, sharing career-related information and making the consultation desk widely known, and establishing a career Q&A section on the in-house intranet. As part of our HR strategy to enhance corporate value over the medium to long term, we will continue our efforts to secure and develop human resources based on the recognition that ensuring diversity in our group is a material issue to be addressed.
Percentage of female employees among full-time employees(consolidated group)
* As of the end of June 2023
* Real estate industry average: 33.0% (Ministry of Health, Labour and Welfare:"Average value" in the criteria for the certification system based on the Act on Promotion of Women's Active Engagement in Professional Life ("Average ratio of female workers to regular workers in each industry"))
Ratio of female executives
(&Do Holdings)
* As of the end of June 2023
* Industry average: 7.6% (Cabinet Office: Cabinet Office Gender Equality Bureau"Status of female executives in listed companies")
Percentage of female employees in management positions
(consolidated group)
* As of the end of June 2023
* Real estate industry average: 7.8% (Ministry of Health, Labour and Welfare:"Average value" in the criteria for the certification system based on the Act on Promotion of Women's Active Engagement in Professional Life ("Average ratio of female workers in management positions by industry"))
Diverse career courses
(Results of transition from non-regular employees to regular employees)
* consolidated group(As of the end of June 2023)
Wage differentials between men and women
&Do Holdings Co., Ltd. Non-consolidated FY6/2023
| All workers | 53.9%(consolidated group:52.9%) |
|---|---|
| Of which, full-time employed workers | 61.9%(consolidated group:60.4%) |
| Of which, part-time employed workers | 85.4%(consolidated group:89.0%) |
●We assign both male and female workers according to their aptitude and personal preferences, and there is no difference in wages based on mission grade level.
●The Company conducts systematic recruitment and training, and currently the proportion of men in sales positions is high.
[Number of employees]360 Note:Average for Fy6/2023
[Female]Number of regular workers127 Number of non-regular workers:47
[Male]Number of regular workers:163 Number of non-regular workers:13
Action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace
&Do Holdings Co., Ltd. Action Plan
The following action plan is formulated in order to create a workplace environment where both men and women can balance work and family life, and where women can play an active role in management positions, by encouraging men to take childcare leave.
Plan period
From Apr. 1st, 2023 to Mar. 31st, 2025
Target 1: Aim for at least 20% women in management positions
* Goals related to the Act on Promotion of Women's Participation and Advancement in the Workplace
Implementation period/initiative details
| Apr. 2023~ |
Reinforced internal awareness that the personnel evaluation system evaluates employees based on aptitude and results regardless of gender. Communicate the work styles of female managers as role models. Share career-related information and re-emphasize the consultation desk. Set up a career Q&A section on the in-house intranet. |
|---|---|
| ~Mar. 2025 | Aim for a female ratio of at least 25% at the assistant manager level and above. |
Target 2: Aim to improve the ratio of women who continue to work after taking childcare leave and the ratio of men who take childcare leave to at least 7% or more
* Goals related to the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children
Timing of implementation and details of initiatives
| Apr. 2023~ |
Provide information on the childcare leave system at the time of hiring. (new graduates and career hires) Re-introduce the system to existing employees. Set up a Q&A section on the in-house intranet for employees taking childcare leave. Begin considering a male childcare leave system. (childbirth, celebration and condolence leave system) |
|---|---|
| Jul. 2023~ |
Post comments and interviews with employees who have experienced childcare leave on the in-house intranet. Conduct e-learning, etc. for managers. |
| Apr. 2024~ |
Establish a consultation desk for employees who are taking maternity or childcare leave for the first time to provide them with peace of mind. Revise the maternity/childcare leave/return-to-work kit to include an explanation of the system, etc. Start the male childcare leave system. (childbirth, celebration and condolence leave system) |
HOUSE DO Residential Sales Co., Ltd. Action Plan
The following action plan is formulated in order to improve the rate of continued employment after taking childcare leave and to create a work environment where both men and women can balance work and family life by encouraging men to take childcare leave.
Plan period
From Apr. 1st, 2023 to Mar. 31st, 2025
Target: Aim to improve the ratio of women who continue to work after taking childcare leave and the ratio of men who take childcare leave to at least 7% or more
* Goals related to the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children
Timing of implementation and details of initiatives
| Apr. 2023~ |
Provide information on the childcare leave system at the time of hiring. (new graduates and career hires) Re-introduce the system to existing employees. Set up a Q&A section on the in-house intranet for employees taking childcare leave. Begin considering a male childcare leave system. (childbirth, celebration and condolence leave system) |
|---|---|
| Jul. 2023~ |
Post comments and interviews with employees who have experienced childcare leave on the in-house intranet. Conduct e-learning, etc. for managers. |
| Apr. 2024~ | Establish a consultation desk for employees who are taking maternity or childcare leave for the first time to provide them with peace of mind. Revise the maternity/childcare leave/return-to-work kit to include an explanation of the system, etc. Start the male childcare leave system. (childbirth, celebration and condolence leave system) |
HOUSE DO JAPAN Co., Ltd. Action Plan
The following action plan is formulated in order to improve the rate of continued employment after taking childcare leave and to create a work environment where both men and women can balance work and family life by encouraging men to take childcare leave.
Plan period
From Apr. 1st, 2023 to Mar. 31st, 2025
Target: Aim to improve the ratio of women who continue to work after taking childcare leave and the ratio of men who take childcare leave to at least 7% or more
* Goals related to the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children
Timing of implementation and details of initiatives
| Apr. 2023~ | Provide information on the childcare leave system at the time of hiring. (new graduates and career hires) Re-introduce the system to existing employees. Set up a Q&A section on the in-house intranet for employees taking childcare leave. Begin considering a male childcare leave system. (childbirth, celebration and condolence leave system) |
|---|---|
| Jul. 2023~ | Post comments and interviews with employees who have experienced childcare leave on the in-house intranet. Conduct e-learning, etc. for managers. |
| Apr. 2024~ | Establish a consultation desk for employees who are taking maternity or childcare leave for the first time to provide them with peace of mind. Revise the maternity/childcare leave/return-to-work kit to include an explanation of the system, etc. Start the male childcare leave system. (childbirth, celebration and condolence leave system) |
HOUSE DO Sales Management Co., Ltd. Action Plan
The following action plan is formulated in order to improve the rate of continued employment after taking childcare leave and to create a work environment where both men and women can balance work and family life by encouraging men to take childcare leave.
Plan period
From Apr. 1st, 2023 to Mar. 31st, 2025
Target: Aim to improve the ratio of women who continue to work after taking childcare leave and the ratio of men who take childcare leave to at least 7% or more
* Goals related to the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children
Timing of implementation and details of initiatives
| Apr. 2023~ | Provide information on the childcare leave system at the time of hiring. (new graduates and career hires) Re-introduce the system to existing employees. Set up a Q&A section on the in-house intranet for employees taking childcare leave. Begin considering a male childcare leave system. (childbirth, celebration and condolence leave system) |
|---|---|
| Jul. 2023~ | Post comments and interviews with employees who have experienced childcare leave on the in-house intranet. Conduct e-learning, etc. for managers. |
| Apr. 2024~ | Establish a consultation desk for employees who are taking maternity or childcare leave for the first time to provide them with peace of mind. Revise the maternity/childcare leave/return-to-work kit to include an explanation of the system, etc. Start the male childcare leave system. (childbirth, celebration and condolence leave system) |