Sustainability

Sustainability

Work-Style Reforms and Promoting Diversity

Creating Workplace Environments Empowering Diverse Human Resources

The OPEN HOUSE Group works to create environments that enable diverse human resources to fully exhibit their abilities and increase productivity.
We accordingly promote work-style reforms to achieve our ideals with respect to developing a robust organization that enhances motivation of every employee and in which employees and OPEN HOUSE join forces in helping bring about their mutual growth. We will carry out work-style reforms by systemic reform and utilization of information technology, and will take steps to reduce work hours and streamline operations in a manner complying with relevant laws and regulations.
Underpinned by our Corporate Philosophy stating that we will “attract a wide range of motivated people and create an organization that rewards results,” we respect the human rights of each and every one of our employees while accordingly striving to create an organization that draws on its diversity in a manner irrespective of gender, age, nationality and other such individual attributes, and striving to create employee-friendly workplace environments. In 2013, Open House Co., Ltd. established the Diversity Committee, which considers issues and facilitates ongoing dialogue between employees and OPEN HOUSE, upon having positioned the notion of promoting diversity as one of our key management strategies.
Going forward, we aim to serve as a real estate company needed by society, which will involve generating competitive strengths based on action guidelines in accordance with our Corporate Principles.

Policy for promoting work-style reforms

Initiatives for Promoting Work-Style Reforms and Diversity

Streamlining operations through in-house IT systems

The OPEN HOUSE Group’s ongoing growth amid an ever-changing business environment is partially attributable to its sense of urgency and ability to take action. We have coped with escalating workloads brought about by increasing business performance by developing a proprietary IT system that reduces and digitizes time-consuming and labor-intensive analog work unique to the real estate industry. Going forward, we will build upon our track record of accomplishments in streamlining operations and enhance our strengths under the leadership of our IT Division.

Our IT Division received an IT Award

In November 2020, our IT Division received the 38th IT Award (2020, management category) sponsored by the Japan Institute of Information Technology. The award was granted in recognition of our efforts to build an IT organization for engaging in in-house development for the sake of facilitating the Developers’ eXperience (DX)* approach, whereby in-house engineers provide solutions by developing in-house systems upon having been directly told about on-site issues.

* The Developers’ eXperience (DX) approach results in greater end-user satisfaction given a situation where our engineers are aware of how they contribute to outcomes through their tasks of developing and maintaining computer systems.

Recruitment of outstanding talent worldwide

Outstanding professionals recruited worldwide play an active role in our IT Division. We have employed diverse human resources as a result of efforts to extensively seek professionals equipped both with English-language proficiency and IT expertise, which is crucial when it comes to developing our in-house computer systems. Going forward, we will persist with efforts to strengthen our IT infrastructure by flexibly incorporating advanced information technologies, while continuing to employ work-ready talent irrespective of nationality or background.

Efforts to develop proprietary IT systems spearheaded by our in-house engineers

Our IT Division has succeeded in striking a balance between cost-cutting and convenience, drawing on its approximately 100 different computer systems, applications and other tools that have been developed in-house with the aim of addressing business challenges.
Our primary computer systems developed in-house are as follows.

Automatic retrieval of property-related documentation using robotic process automation (RPA)

Our RPA-based system automatically collects maps, certified copies and other such property-related information required for brokerage and purchasing operations from in-house and external systems using robotics technologies. This enables representatives of such operations to gain access to the information they need from an external location within a few minutes of simply sending a robot brief details using a smartphone.

System for automated demarcation of building lots

In order to automate the task of demarcating land when considering purchasing it, we developed a system that suggests optimally demarcated boundaries while adhering to complex construction rules. This system helps us significantly reduce workflow by enabling us to automatically prepare plans that adhere to constraints imposed on respective properties.

System for organizing and storing property-related information

This system functions simply by scanning documents with QR-code sheets therebetween. In the single-family homes related business, we supply more than 8,000 properties annually. It used to take us about 60 minutes per property to complete the task of page-by-page scanning, organizing, sorting and storing all of the documents associated with a single property. The new system enables us to complete such tasks in only five minutes. As such, we expect to reduce workload by about 8,000 hours annually as a result.

Promoting Women's Empowerment

The OPEN HOUSE Group has decided to set targets effective from October 2020 to further facilitate our goal of promoting women's empowerment within OPEN HOUSE. To help achieve these targets, we have established the Counseling Office for Promoting Women's Empowerment positioned directly below the HR Department in order to promote the Open House Co., Ltd. Action Plan Related to the Act on the Promotion of Women's Empowerment and Career Advancement in the Workplace.
In addition, we also aim to create environments friendly to all of our employees as part of our efforts to promote diversity. To such ends, we will draw up action plans and set targets based on the Act on the Promotion of Women's Empowerment and Career Advancement in the Workplace and also based on the Act on Advancement of Measures to Support Raising Next-Generation Children.

Introduction of maternity/childcare leave and return-to-work care kits

In January 2021, we introduced kits containing outlines of procedures and documentation necessary for those taking maternity and childcare leave, and for those returning to work. We are now distributing such kits to appropriate individuals. Our efforts that involve explaining available support programs and assisting with various application procedures have helped to create a workplace environment that can mitigate anxiety and hardships of those taking leave and returning to the workplace.

Open House Co., Ltd. Action Plan Related to the Act on the Promotion of Women's Empowerment and Career Advancement in the Workplace (the “Action Plan”)

The OPEN HOUSE Group continues to promote initiatives that involve actively hiring female employees and providing support for career development of female employees, under our basic policy of increasing the number of female employees who actively serve as managers and leaders in our respective workplace locations.
We have been incrementally promoting work-style reforms under STEP 1 of the Action Plan, which was initially established by the OPEN HOUSE Group upon launching the Diversity Committee in 2013.
The section below contains a report on results we achieved under STEP 1 of the Action Plan along with an introduction to STEP 2 of the Action Plan.

■ STEP 1 of the Action Plan

1. Duration of STEP 1 of the Action Plan

April 1, 2016 to September 30, 2020

2. Our challenges

We seek to increase the percentage of female recruits among those employed as management-track employees.

3. Target

From 2017 onward, we aim to increase to no less than 20% the percentage of female recruits in each employment category (sales representatives and technical professionals) among management-track employees under scheduled recruitment.

4. Results achieved

Percentage of female

FY2018 (ended September 30, 2018)FY2019 (ended September 30, 2019)
New graduate employees15.3%30.5%
Mid-career recruits17.4%22.5%

We achieved our target for percentage of female recruits among our total number of new employees.

New graduate employees

Joined company in April 2018Joined company in April 2019Joined company in April 2020
Total262298230
Male222207168
Female409162
Percentage of female15.2%30.5%26.9%

We achieved our target upon having implemented initiatives to ensure that we provide diverse opportunities to promote participation of a greater number of women.

■ STEP 2 of the Action Plan

1. Duration of STEP 2 of the Action Plan

October 1, 2020 to September 30, 2025

2. Our challenges

We seek to increase the percentage of female managerial staff members (Manager and above).
We seek to improve workplace environments and upgrade in-house support programs that help employees strike a balance between childcare and work.

3. Targets

We aim for 10% of our managerial staff to be occupied by female employees.

FY2020 (ended September 30, 2020) (actual) FY2025 (ending September 30, 2025) (target)
Percentage of female managerial staff members6.3%10%

We seek to maintain a 100% rate of return to work after childcare leave.

FY2020 (ended September 30, 2020) (actual) FY2025 (ending September 30, 2025) (target)
Rate of return to work after childcare leave100%100%

4. Initiatives

  • From October 2020 onward, we will make options available for career development during employees’ child-raising years for those who are pregnant, those taking maternity and childcare leave, and those who have returned to the workplace.
  • We will upgrade allowances and assistance that enable employees to keep working with peace of mind while raising children.
  • Beginning in 2021 (tentative), we will introduce maternity/childcare leave and return-to-work care kits.
  • We will disseminate information to female students via our website and have female employees conduct recruitment briefing sessions.
  • We will carry out measures that have in-house female employees, who are serving as role models, convey details regarding work arrangements, and increase understanding in-house with respect to childcare.

We will strive to create employment opportunities for our diverse human resources and provide them with chances to play active roles, while continuing to implement and regularly check progress of the aforementioned initiatives.

女性活躍推進制度 女性が輝くオープンハウスへ

Open House Co., Ltd. Action Plan Related to the Act on Advancement of Measures to Support Raising Next-Generation Children

The OPEN HOUSE Group aims to develop the type of employment environment necessary in order for each and every employee to exhibit their abilities passionately and maximally while striking a balance between work and family life, pursuant to the Act on Advancement of Measures to Support Raising Next-Generation Children. To such ends, we have drawn up an action plan as follows.

1. Duration of plan

October 1, 2020 to September 30, 2025

2. Content

Target 1: We aim to notify employees of work options available during pregnancy and post-childbirth, provide them with information in that regard, and establish a consultation framework.

[Measures]

October 2020 onward

  • We will notify employees upon having prepared public relations leaflets on options available.
  • We will have female employees, who are serving as role models, convey details regarding work arrangements, and will accordingly increase understanding in-house with respect to childcare.

2021 onward (tentative)

  • We will establish a consultation hotline regarding childbirth, pregnancy and childcare.

Target 2: Establish an environment where employees can keep working without difficulty, and consistently achieve a 100% rate of return to work after childcare leave.

[Measures]

October 2020 onward

  • We will make options available for career development during employees’ child-raising years for those who are pregnant, those taking maternity and childcare leave, and those who have returned to the workplace.
  • We will upgrade allowances and assistance that enable employees to keep working with peace of mind while raising children.

2021 onward (tentative)

  • We will introduce maternity/childcare leave and return-to-work care kits.

Promoting Employment of Persons with Disabilities

The OPEN HOUSE Group aims to create employee-friendly workplace environments that make the most of diversity. We accordingly respect the human rights of our employees which involves promoting employment of persons with disabilities, older persons and overseas talent.
We furthermore maintain and continue to improve diversity-focused employment and work environments, thereby making it possible for everyone to perform rewarding work on a continuing basis, under a partnership between the HR Department and external companies. In so doing, we maintain legal standards with respect to the employment rate of persons with disabilities. In 2020, moreover, OPEN HOUSE Group companies Open House Architect and HAWK ONE achieved a 2.2% employment rate of persons with disabilities upon our having expanded our support framework on a Group-wide basis.
In April 2021, the OPEN HOUSE Group gained approval to apply the workforce calculation exception for corporate groups*, upon having been recognized for results it has achieved in employment of persons with disabilities. Going forward, we will continue to actively take a flexible approach that transcends boundaries of regions and companies on a Group-wide basis.

* The workforce calculation exception for corporate groups is an option that is applied to a corporate group’s calculation of its employment rate of persons with disabilities. The exception enables a corporate group to use the aggregate total actual employment rate of persons with disabilities with respect to multiple subsidiaries, even without a special subsidiary company, under the condition that the parent company has appointed a person in charge of promoting employment of persons with disabilities, and under the condition that related subsidiaries of the group are capable of appropriately managing employment of persons with disabilities.
The workforce calculation exception applies to Open House Co., Ltd. and its related subsidiaries (the following nine companies).
Open House Development Co., Ltd., Open House Architect Co., Ltd., HAWK ONE CORPORATION, Pressance Corporation Co., Ltd., PLUS-D Inc., OPEN HOUSE Real Estate Co., Ltd., OPEN HOUSE Property Management Co., Ltd., IB Net Co., Ltd., and Gunma Pro Basketball Commission Co., Ltd.

Employment rate of persons with disabilities

Description2014
(prior to introduction of satellite office)
201820192020
Employment rate of persons with disabilities0.60%2.20%2.20%2.20%
Relevant companies of the OPEN HOUSE Group

Work that empowers those with disabilities

The OPEN HOUSE Group aims to create workplace environments that help unlock the potential of highly motivated employees by ensuring them equal opportunity.
We furthermore seek for all of our employees to gain satisfaction as they engage in their work. To such ends, we cut down on workload involving certain transaction-related tasks, amass successful instances of transfers of operations, and encourage employees of the satellite office to exercise more discretion.
Our efforts that enable employees with disabilities to work with a sense of satisfaction under appropriate support have enabled us to successfully recruit such employees while also helping us to increase operational efficiency in-house.

Establishment and operation of barrier-free satellite office

There are cases where persons with disabilities have no choice but to discontinue employment given that they sometimes encounter difficulties working in a typical office environment. We have addressed such challenges by making it possible for such employees to opt for employment at our satellite office rather than at a typical office. In addition to being fully equipped with barrier-free and security features, our satellite office employs full-time staff members who play supporting roles with respect to the employment of persons with disabilities. We have succeeded in developing workplaces that are empowering diverse human resources in terms of enabling employees to autonomously achieve consistent performance, underpinned by employment assistance, operational guidance and support carried out by full-time staff members.

Overview of the satellite office
OpenedOctober 2019
LocationHachioji-shi, Tokyo
Area311㎡
Capacity50 people
DesignBarrier-free

Extended-width sliding door

Continuous floor surface with no changes in level (capacity: 50 persons; area: 311 m3)

Coordination with other companies

We seek to employ persons with disabilities who are an integral part of their communities, with the aim of serving as a company that supports and draws on employees with disabilities, in partnership with Startline CO., LTD., a provider of employment assistance services for persons with disabilities.
Going forward, we will continue to work with Startline in efforts to create environments that enable persons with disabilities to attain substantial achievements by leveraging their individual abilities and skills.