To date, we have nurtured the individual strengths of our employees through reforms in the way we work, which have been driven by the trends of the times. As one of the priority measures of our medium-term three-year management plan "Transformation," which begins in FY2021, we have set "maximizing corporate value by supporting the maximization of individuals as the driving force for transformation."
In this context, we have clearly stated and declared company-wide that we will promote higher levels of work style reform (teleworking system, flextime system, etc.), diversity management, and health and productivity management for the purpose of improving productivity and promoting innovation.
We aim to achieve high productivity by promoting "Smart Choice," in which employees proactively choose flexible work styles that are not restricted by time or place, in accordance with diverse duties and individual environments.
This is an initiative in which employees choose their own style of work throughout the year in accordance with their own duties and environment. The purpose of this program is to encourage employees to make their own choices by considering ways to exercise creativity and improve work efficiency without being bound by conventional work styles. In the future, we aim to create "best hybrids," in which each individual optimally selects and combines the place and time of work with an awareness of his or her own mission and results.
Satellite office work was introduced in September 2016 for employees who work at the head office and who have mobile devices (PC, iPad, etc.) lent by the company. In addition to the use of our membership satellite shared office "NewWork" and its affiliated satellite offices, we have established satellite offices exclusively for our employees along the Tokyu line.
In addition, from October 2020, a telework system has been introduced, allowing employees to flexibly choose where to work without restrictions on days or hours, as long as the location is approved by their superiors as "a place where an appropriate work environment and security environment are secured and the same work efficiency and results as usual can be expected."
（Example）
＊The above conditions are assumed to be met.
＊The procedures and rules for the use of teleworking are stipulated and disseminated on the company intranet.
In promoting this location-independent work style, we have been improving our mobile equipment by, in principle, lending mobile PCs and iPhones to all head office clerks for business use. In addition, we have created an environment that allows employees to work from anywhere, such as by enabling them to check their e-mail and other messages from their personal smartphones and by providing iPads to all employees in some departments.
We have implemented a system that allows employees to voluntarily decide their daily starting and ending times and working hours (while working days and holidays and prescribed working hours per month remain unchanged).
＊Half-day and hourly leave can be taken even for saved annual leave
In order to create an environment conducive to taking paid leave, a departmental planned annual leave system was introduced in FY2018.
＜Main Initiatives＞
In addition to complying with local laws regarding working hours, etc., we strive to reduce excessive working hours and encourage employees to work efficiently with appropriate working hours, as follows.
＜Main Initiatives＞
We have established Y job responsibilities, which allow employees who are raising children, giving care for family members, or nursing the sick, as well as middle-aged and older employees at railway sites (Tokyu Railways), to reduce their working hours and days by up to two hours per day or three days off per week.
In April 2021, we established a guideline for dual work outside the company in the hope of developing employees as "individuals" and encouraging them to make use of their experience and knowledge gained at other companies. While keeping their focus on our business, employees can engage in a variety of voluntary activities outside the company.
This is a program that allows employees who resigned due to pregnancy, childbirth, childcare, caregiving, spouse’s overseas assignment, or schooling for the purpose of self-improvement to return to work as employees when they become able to work. The Comeback Program was launched in 2008, and in April 2010, the period during which employees using the system for childcare reasons can return to work was extended from “until April 30 of the year in which the youngest child enters elementary school” to “until April 30 of the year in which the youngest child advances to the fourth grade of elementary school.” In addition, since January 2016, the program has been available for overseas assignments of spouses outside the company, and since January 2017, available for study abroad for the purpose of self-improvement.
In the hope that our employees will be able to re-use their experience at other companies in our company, we have established a dedicated recruitment window from April 2021 for those who have left the company for personal reasons (interviews and other screenings will be conducted).
The Company serves as the organizer of the "Personnel and Labor Information Exchange Meeting" held twice a year, where about 50 companies in the Tokyu Group share issues related to current work styles and introduce case studies of their own efforts.
The Company serves as the organizer of the "Personnel and Labor Information Exchange Meeting" held twice a year, where about 50 companies in the Tokyu Group share issues related to current work styles and introduce case studies of their own efforts.
Dormitories, company housing, mutual aid association, employee deposits, savings, employee stock ownership plan, Seiwa Club (activities to promote employee health and mutual friendship), condolence money for death, pension for orphans, etc. In addition, we have established a welfare program called the “Guru-commu* Plan" to subsidize workplace get-togethers.
*Abbreviation for group gourmet x communication
The Tokyu Mutual Aid Association is a mutual aid association jointly operated by the company and its employees that provides various welfare services for the mutual support of its members. As of March 31, 2021, 120 companies in the Tokyu Group (approximately 49,800 members) have joined the Association. The Mutual Aid Association operates the following programs.
A cafeteria plan is a system in which employees select and use benefit programs within the scope of points granted in advance. Each program, such as asset building, self-development, refreshment, etc. has a set number of points required, according to its content.
In order to facilitate communication and promote health among employees and their families, we have been holding a relay race (Ekiden) since the fall of 2011 and a field day since the spring of 2012, jointly with the labor union.
At the Ekiden, more than 100 teams from various workplaces participate, with mixed teams of men and women and a half-running section.
The field day includes competitions such as children’s relays, tug-of-war between workplaces, and a bread-eating race, as well as family-friendly events such as a character show for families.
In addition, we have been holding family events for our employees and their families since 2016. It is an opportunity for the families of employees to deepen their understanding of the company by actually seeing our various initiatives and the way our employees work.
Tokyu Corporation and Tokyu Railways Co., Ltd have established labor unions and are promoting various initiatives to maintain and improve working conditions for employees, create a comfortable work environment, and promote the company's development.
In the discussions conducted by labor and management, topics related to working conditions and working styles are discussed on an equal footing in accordance with the principle of good faith. Labor and management respect each other's position and engage in dialogue to deepen mutual understanding, thereby maintaining sound labor-management relations.
We also co-host events with the union, such as athletic meets, ekiden relay races, and walking competitions.
*Labor union organization rate: 72.6% (as of the end of FY2021, total for Tokyu Corporation and Tokyu Railways Co., Ltd)