Sustainability
Sustainability
Work-Style Reforms and Promoting Diversity
Creating a workplace environment where diverse talents can flourish
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

Initiatives for Promoting Work-Style Reforms and Diversity
For more information:
Human Resources DataStreamlining 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 Developer Experience (DX)* approach, whereby in-house engineers provide solutions by developing in-house systems upon having been directly told about on-site issues.

* The Developer 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
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.

Initiatives to Promoting Women's Empowerment
By category
Creating an environment for long-term active engagement | ||
---|---|---|
Support for balancing work and childcare | OPEN career design system | A work-life balance support system that allows flexible selection of working hours and annual holidays during life events such as pregnancy, childbirth, and childcare. |
Childcare subsidy | A subsidy for childcare expenses related to babysitting services, with a maximum amount of 300,000 yen per month to cover the actual costs incurred. | |
Pamphlet for maternity leave, childcare leave, and return-to-work | Provision of a pamphlet which explains the maternity/childcare leave system and various application procedures. | |
Work style book | Provision of a pamphlet explaining the company's support system for female employees in continuing their careers after childbirth. | |
Signed a joint use agreement for a corporate daycare facility | Introducing relief measures for employees concerned with childcare waiting list issues while on childcare leave, and supporting early return from childcare leave. | |
Maternity leave support | Conducting individual interviews before maternity leave. Establishing an easily accessible consultation service available during maternity leave. | |
Mom's Career Newletter | Distributing internal news and information to employees on maternity leave quarterly. | |
Return-to-work orientation | Conducting information sessions for employees intending to resume work. Individual consultations are also available after the orientation. | |
Health support | Introduction of LDH (Life Design Holiday) | Implementation of a system allowing employees to take special leave once a month when work becomes difficult due to menstruation. |
Providing free menstrual products | Launch of the "Laurier at Work" program, supplying sanitary products as standard amenities in workplace restrooms. | |
Subsidy for gynecological examinations | Partial cost coverage for optional gynecological screenings for female employees aged 25 and above. | |
Oocyte cryopreservation subsidy | Implementation of a program where the company subsidizes the initial costs of oocyte cryopreservation as an option for employees building long-term careers. | |
Fertility support program | Providing free AMH testing and establishing a fertility consultation service for employees and their spouses, supporting the balance between fertility treatments and work. |
Motivation enhancement Career development | ||
---|---|---|
Employee training | Women's career development training | Conducting training sessions aimed at helping women engage in their work with a long-term career vision. |
Women's professional development seminar by guest speakers | Implementation of training programs featuring external female speakers with extensive experience and proven track records. | |
Branch office women's training | Conducting training sessions for female employees at regional branch offices. Implementing career talks and workshops led by executives. | |
Women's pre-employment training | Conducting training sessions for female job offer recipients to help them envision their specific career paths after joining the company. | |
Peer-to-peer interaction | Formation of women's working group | Establishing a Working Group including female employees from various departments for regular discussions. Contributing to the development of initiatives and promotion of efforts based on frontline feedback. |
Junior-senior networking discussion | Conducting roundtable discussions for female employees across different departments and age groups. | |
MomCareer discussion | Implementation of information exchange sessions including employees on childcare leave, and career discussions led by working parents. | |
Exchange of opinions with management | Women's leadership consultation | Regular meetings between executive officers and female managers. Providing a forum to discuss career concerns and other issues. |
Regular discussions with division heads | Conducting periodic exchanges of ideas with each division head regarding specific measures for promoting women's active participation in their respective divisions. |
Case study
・We are working to resolve concerns during maternity leave by distributing the Work Style Book, which introduces support and support systems for balancing work, and the Care Kit, which is distributed during prenatal interviews, to promote understanding of the system.
・Introduced OPEN Career Design System to realize flexible working styles according to life stages.
・We are enhancing our support system through such measures as shorter work hours of two hours and changes in the number of annual holidays.・Mama Career Discussion
・Information exchange meeting for employees raising childrenTraining for managers
・Conducted educational activities to promote understanding of women's specific health issues among management as part of the training
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.
ratio of female manager | Childcare leave return rate | |
OPENHOUSE GROUP | FY2025 10% | 100% |
OPENHOUSE | ||
OPENHOUSE Development |
Percentage of female managers (total of 3 major companies)

Human Resources Data related to Women's Empowerment
* Target companies: Open House Group Co., Ltd., Open House Co., Ltd., and Open House Development Co., Ltd.
Item | FY2022 | FY2023 | FY2024 | ||
---|---|---|---|---|---|
Employment | Number of full-time employees*1 | Total | 2383 | 2611 | 2607 |
Female | 593 | 694 | 733 | ||
Percentage of female | 24.9% | 26.6% | 28.1% | ||
Average length of service | Male | 3.94 | 4.07 | 4.47 | |
Female | 3.02 | 3.11 | 3.39 | ||
Rectuirment | No. of new graduate employee | Total | 249 | 282 | 229 |
Female | 59 | 71 | 64 | ||
Percentage of female | 23.7% | 25.2% | 27.9% | ||
No. of mid-career recruits | Total | 489 | 520 | 499 | |
Female | 155 | 169 | 187 | ||
Percentage of female | 31.7% | 32.5% | 37.5% | ||
Managerial staff | No. of managerial staff | Total | 361 | 382 | 391 |
Female | 25 | 30 | 33 | ||
Percentage of female | 6.9% | 7.9% | 8.4% | ||
No. of section managers | Total | 222 | 240 | 233 | |
Female | 21 | 26 | 27 | ||
Percentage of female | 9.5% | 10.8% | 11.6% | ||
No. of employees taking childcare leave | Total | 69 | 59 | 46 | |
Female | 8 | 9 | 4 | ||
Male childcare leave*2 | Percentage of employees taking childcare leave | 20.6% | 30.2% | 45.0% | |
Average number of days of childcare leave taken | 3.9 | 4.3 | 4.4 |
*1 Number of full-time employees is infinite, excluding contract employees
*2 Male childcare leave includes leave for childcare purposes under the Child Care and Family Care Leave Law (our "Spouse Maternity Leave (Special Leave)")
Promoting Employment of Persons with Disabilities
Our Group respects the human rights of employees with disabilities and aims to create a comfortable workplace that takes advantage of diversity.
In cooperation with each department within the Group, we are working to create a workplace where employees can work by making the most of their own abilities, regardless of whether they have disabilities or not, while giving due consideration to the need for various people to work together.
In April 2021, our group received certification under The workforce calculation exception for corporate groups* in recognition of our achievements in hiring people with disabilities.
Furthermore, in 2024, under the Work Design Promotion Committee, we established a "Working Group for the Promotion of Employment of Persons with Disabilities", and have been implementing further initiatives. Moreover, we have established a new company, "Open House Operations Co., Ltd.", which has been certified as a special subsidiary company (a subsidiary specifically established under Japanese law to promote the employment of persons with disabilities).
We will not only fulfill our social responsibility of providing opportunities for the disabled to work, but will also actively work to create an environment in which employees can work for a long time with satisfaction. In this way, we will work to expand the employment of the disabled.
* The workforce calculation exception for corporate groups: In calculating the employment rate of persons with disabilities, if the parent company appoints persons with disabilities to promote employment, and the affiliated subsidiaries satisfy such requirements as being able to appropriately manage the employment of persons with disabilities, a system that enables multiple subsidiaries to calculate the actual employment rate even if there are no special subsidiaries.
Target: We and our subsidiaries (13 companies below)
Open House Co., Ltd., Open House Development Co., Ltd., Open House Architect Co., Ltd., HAWK ONE CORPORATION, PRESSANCE CORPORATION CO., Ltd., Open House Real Estate Co., Ltd., Open House Property Management Co., Ltd., IB Net Co., Ltd., Ouchi Link Co., Ltd. Open House Real Estate Investment Adviser Co., Ltd., Open House Gunma Co., Ltd., Gunma Probasketball Commission Co., Ltd., PLUS D Inc.
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
Description | 2020 | 2021 | 2022 | 2023 | 2024 |
---|---|---|---|---|---|
Employment rate of persons with disabilities | 2.13% | 2.20% | 2.45% | 2.90% | 2.75% |
*Legal employment rate under the Act on Promotion of Employment of Persons with Disabilities: 2.5%
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 June 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.
For more information:
https://www.metro.tokyo.lg.jp/tosei/hodohappyo/press/2024/09/13/12.htmlJapan 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.
For more information:
https://japan-telework.or.jp/associationactivities/suishin/2023report/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.
For more information:
Chiba Prefectural HP "Full of smiles! Friendly offices certified in fiscal 2022"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.

Sustainability
Materialities
Promoting Sustainability
Environmental Conservation
Providing and Ensuring Product
Safety and Security, and Promoting
Customer SatisfactionProducts That Contribute to Solving
Social IssuesTalent Development and Labor
PracticesWork-Style Reforms and Promoting
DiversityHealth and Safety
Respecting Human Rights
Supply Chain Management
Regional co-creation Project
Social Contributions
Compliance
ESG Information Index