海角社区

The 海角社区Group will improve its corporate strength by ensuring every employee plays an active role with a sense of fulfillment, which will lead to innovations and contribute to the sustainable development of society. To realize this, we need to create an environment where diverse people can play active roles. Each employee needs to manage both their work and private life and work with high productivity.
Based on this policy, the 海角社区Group positions Diversity, Equity, Inclusion and Work-Life Management as one of its management strategies.
The 海角社区Group has set three axes of “Cultivate awareness and corporate culture,” (the key element), “Promoting the Active Engagement of Diverse People” and “Supporting Work-Life Management and Reviewing Work Styles,” and is taking initiatives for each.

Employees with different cultures and backgrounds perform at their full capacity to generate innovation that creates new value.

Efficient working styles help employees lead a fulfilling life at work and home alike, and thus increase their productivity.
We aim to realize the above-described vision to increase corporate value and employee motivation (performance).

When promoting the Active Engagement of Diverse People and Supporting Work-Life Management and Reviewing Work Styles, it is essential to raise the awareness of each employee and develop a corporate culture to accept these initiatives. With this understanding, we conduct various activities to enhance employees? correct understanding and Cultivate Awareness and Corporate Culture.

Also, employee awareness surveys focusing exclusively on work-life management are conducted with the aim of making these systems better known, improving employee awareness, and understanding employee needs regarding this theme.

To support employee work-life balance, 海角社区introduced childcare leave and shorter working hour programs in 1990, even before the enactment of the Child Care Leave Law.
These programs have been enhanced as appropriate to respond to the changing needs of employees, including those related to family care-giving.
The program lineup has been broadened to offer a range of options for shorter working hours and/or days, remote working, among others that can cater to the various lifestyles of individual employees.

海角社区promotes a "balanced work style" that allows employees to concentrate on their work while on duty and fully refresh themselves while free. We are actively working to reduce total working hours by reducing overtime through efficient work styles and we are encouraging employees to take their full quota of paid annual leave.
We require employees to register their work status on a daily basis in our work management system, and have created an environment where actual working hours, overtime hours worked in excess of the scheduled working hours for the day and week, and the status of annual paid leave taken can be checked in a timely manner on the system.
Managers and human resources monitor employees' work status and take immediate action if there are any labor-related risks, in order to comply with the Labor Standards Act.
To reduce overtime, we are reviewing and automating work, alerting managers of employees who work excessive overtime, and conducting labor management training.
In addition, the attendance management system displays PC login and logoff records as well as records of entering and leaving the workplace to confirm that there are no discrepancies with the start and end times declared by employees, thereby preventing unpaid overtime work.
Employees are paid for any overtime or holiday work they perform, including premium wages.
In accordance with the Labor Standards Law and our employment regulations, we grant employees annual paid leave in accordance with their years of service, ensuring that they are required to take 5 days per year as stipulated by the Labor Standards Law.
In addition, we are working to create a corporate culture that encourages employees to take annual paid leave by setting aside months and days to encourage employees to take paid leave, encouraging employees to take five consecutive days off, and introducing paid leave in increments of time.
When employees take annual paid leave, they are paid the normal wage for the scheduled working hours in accordance with the Labor Standards Act and salary regulations.
In addition, the entire company and each department set annual targets for overtime hours and annual paid leave utilization rates, check progress on a monthly basis, and study and implement countermeasures, with the company and workplaces continuing to work together to reduce total actual working hours.

We have revised the work style systems according to new work styles, including removing the core time from the flextime system and removing the limit on the number of days of remote work and the restriction on remote work places. In addition to these, we added satellite offices and adopted digital tools to improve work efficiency at the workplace. These revisions have realized optimal work styles for employees, allowing them to choose hours and places that fit their job type and contents and combine office work and remote work.

Level-based thematic seminars and forums for women

In line with its founding principles of “Love your neighbor, love your country, love your work,” 海角社区believes that all persons, with and without disabilities, should be given adequately fair treatment and opportunities to exploit their individual abilities to the fullest in the pursuit of self-fulfillment and meaningful work. Based on this belief, we have been proactively promoting the employment of disabled people and introducing to our sites, as necessary, access facilities such as ramps, accessible toilets, and dedicated parking spaces as well as specially designed work-related equipment.
At the 海角社区Group, to step up our efforts in this area, we set voluntary disability employment rate targets higher than legal standards, and have expanded job opportunities to offer positions particularly to people with intellectual or mental impairment. We will further raise our targets and expand opportunities for employing disabled workers.
For more details, please see Diversity KPIs.

We work on creating work environments where rehired employees can play active roles by utilizing the expertise and skills they have cultivated. We have adopted flexible time work, remote work, short work, and other work style systems to realize diverse work styles for employees. We also offer in-house recruitment and in-house secondary jobs to provide opportunities to employees to choose workplaces where they can demonstrate their skills and experience. Many employees continue working with a sense of fulfillment in the Group after their retirement.