Sustainability

In the Group, we are working on creating an environment where diverse talents can perform to their fullest potential, and where we can expect an improvement in productivity.
The Group is committed to enhancing the motivation of each employee and creating a strong organization where employees and the company can work together to contribute to each other's growth. In line with this ideal, we are promoting work-style reforms. Under compliance with related laws and regulations, we will continue to work on reducing working hours and improving work efficiency through system reforms and the use of IT.
Additionally, under our corporate philosophy of "We welcome motivated people and reward results," we respect the human rights of each employee and strive to create a diverse and inclusive organization and a comfortable work environment that is not bound by attributes such as gender, age, and nationality. The Group has positioned the promotion of diversity as one of its important management strategies and established a Diversity Committee in 2013 to continuously discuss issues and dialogue with employees. From 2024, we have established a Work Design Promotion Committee with the aim of "designing work styles" for a more diverse range of talents to maximize their potential.
Moving forward, we will continue to generate competitiveness through action guidelines based on our corporate philosophy, aiming to be a real estate company that is needed by society.

Policy for promoting work-style reforms

About the Work Design Promotion Committee

The Work Design Promotion Committee, whose objective is to "design work styles" that allow a diverse workforce to reach its fullest potential, supervises three working groups. These are: "Promotion of Women’s Empowerment," "Promotion of Employment of Persons with Disabilities," and "Caregiving Support." We will persist in promoting activities in each of these areas.

Organizational Structure

Positioning Promoting Women's Empowerment as one of the key issues, we will promote the development of an environment in which women continue to work, such as a balance support system, and promote the active participation of women by increasing the number of women in managerial positions.

Declaring Promoting Women's Empowerment

Based on our group-wide Corporate Philosophy, we have positioned Promoting Women's Empowerment as a key issue for securing diverse human resources and exercising our capabilities. We have set quantitative targets and activity plans and are promoting various measures accordingly.
In order to respond flexibly to diversifying customer needs and social issues in the future, Promoting Women's Empowerment aims to become an innovative, comprehensive real estate company that is needed by society, in which each employee is fairly evaluated regardless of gender or changes in life stages.

Masaaki Arai, President & CEO

Promoting Women's Empowerment policy

Our goal is to create a attract a wide range of motivated people and create an organization that rewards results under Corporate Philosophy.
To realize this goal, Talent Development believes that it is crucial that motivating and capable employees with a wide variety of experiences, values, and skills be able to create a working environment that maximizes the performance of each and every employee.

Promoting Women's Empowerment System

Under the supervision of the Board of Directors, we have established the "Work Design Promotion Committee," which is focused on "designing work styles" that enable a diverse workforce to thrive to its fullest potential. As a subcommittee of this committee, we have created the "Promotion of Women's Empowerment Working Group" to develop a system that encourages active participation of women.

The Promotion of Women’s Empowerment Working Group is dedicated to planning, supporting and implementing initiatives that foster a comfortable working environment for women.
Additionally, the progress and significant initiatives aimed at promoting women’s active participation are regularly reported to the management via the Board of Directors.

Target setting

Aiming to create a comfortable working environment for all employees, we have formulated action plans and set targets based on The Act on Promotion of Women’s Participation and Advancement in the Workplace and Act on Advancement of Measures to Support Raising Next-Generation Children, and are working to achieve them.
Targets are set for indicators such as the ratio of female managers, and progress is managed.
To increase the percentage of female managers, we also closely monitor the number of middle managers (equivalent to subsection managers). We are hiring mid-career female managers and candidates for managerial positions, holding career discussion training for women to create promising stocks in the future, and regularly working to strengthen collaboration with senior management.

Percentage of female managers (total of 3 major companies)

Human Resources Data related to Women's Empowerment

*Calculation scope: Open House Group Co., Ltd., Open House Co., Ltd., Open House Development Co., Ltd., and Open House Real Estate Co., Ltd.

Monisu Certification

Open House Operations Co., Ltd., a company within our group, acquired the "Monisu Certification" in December 2024. This certification is awarded by the Ministry of Health, Labour and Welfare to excellent small and medium-sized business owners for their practices in employing persons with disabilities.

Percentage of employees with disabilities

Employment rate of persons with disabilities

Furthermore, by creating a comfortable work environment, we are maintaining a high retention rate.

* Retention rate for the first year after employment for persons with disabilities hired in the past three years (as of September 2024)
* Calculated based on a survey independently created by the Ministry of Health, Labour and Welfare, derived from the "Research Study on Employment Status of Persons with Disabilities" (2017, JEED)

Work that takes the characteristics of disabled into consideration

We have a Corporate Philosophy of "Attract a wide range of motivated people and create an organization that rewards results."
We have created an environment in which highly aspiring members can play an active role, not only with or without disabilities, but also with age, gender, and past experience.
We are working to increase the discretion of members by accumulating examples of successful business transfers in order to ensure that all employees are motivated to perform their duties.
This type of Initiatives that encourages physically challenged members to work with satisfaction, based on appropriate support, not only leads to job security, but also contributes to improving operational efficiency within the Group.

Accessible buildings for persons with disabilities

For people with disabilities, they may feel that work in the normal office environment is severe, and they may be forced to abandon their continued employment.
To resolve these problems, we have established offices in Hachioji City, Yokohama City, and Kashiwa City as operation centers. In addition to giving consideration to facilities such as barrier-free (eliminating steps, etc.), rest spaces, interview rooms, and multi-purpose toilets, we have also introduced regular interviews and business support by a total of four full-time supporters, as well as a half-day work exemption system for regular hospital visits.
We are also actively working to develop our environment and systems so that our diverse human resources can demonstrate stable performance.

Media-Featured Initiatives and Awards of the Group

Initiatives for the hiring of people with disabilities, which is part of our Promoting Diversity, has been evaluated by the government and local governments as follows.
We will continue to actively employ people with disabilities and promote the creation of a comfortable workplace for all employees.

Tokyo Metropolitan Government's "Excellent Company Award for Employment of Persons with Disabilities (Tokyo Governor's Award)"

We received the "Excellent Company Award for Employment of Persons with Disabilities" (Tokyo Governor's Award), which is presented to companies with outstanding and distinctive initiatives in employing persons with disabilities. This recognition was due to our proactive approach to regular employment, individualized career paths, and the organization of a team structure that accommodates over 70 diverse types of work.

Japan Telework Association "24th Telework Promotion Award"

We received an encouragement award in the social contribution category for our flexible work arrangements in employing persons with disabilities. Instead of working from home, we were recognized for the benefits of offering multiple satellite offices as alternative work locations outside the headquarters. Our approach to widely employing persons with disabilities was also highly evaluated.

Chiba Prefecture "Smile Face Full! Friendly Office" (Excellent Business Office for the Employment of the Physically Challenged in Chiba Prefecture)

We have been certified as a company or business office that actively employs persons with disabilities and strives to create a workplace where both persons with and without disabilities can work comfortably.

Yokohama City "Introduction of Good Case Studies for Employing People with Disabilities"

We introduced how corporations that employ people with disabilities create a comfortable working environment as a good example of their innovations and efforts.

Support for Caregivers

In Japan, as the population ages and the number of nuclear families progresses, the number of households with people in need of care is increasing.
Consequently, it is anticipated that the number of individuals who wish to work, but struggle to balance employment with caregiving, will also rise.

For this reason, our group is committed to developing various systems and environments to ensure that employees with caregiving responsibilities can work long-term, while maintaining a balance between their job and caregiving tasks.
As an initial step, in 2024, we established a new subcommittee within the Work Design Promotion Committee, called the "Caregiving Support Working Group," to further strengthen our support for caregiving.