Creating pleasant working environments and developing diverse human resources

Creating Worker-friendly Workplaces

Progress in Initiatives Advanced by Work-life Balance Promotion Office

We believe promoting work-life balance is an important issue. The Work-Life Balance Promotion Office, established in January 2014 as a unit that reports directly to the President, promotes diverse working styles.
To accompany our in-place system for requesting vacation in increments as small as half a day and an hour, we introduced the "refresh" vacation system in April 2015, and as a result, the usage rate for paid vacation days climbed to 70.1% in fiscal 2015, 72.2% in fiscal 2016, a sharp jump from a 33.0% rate in fiscal 2014.

Comparison of Total Working Hours

Introducing an at-home telework system for employees who are raising children or taking care of family members, we will work to build workplaces where each individual can fully harness their capabilities and potential.

Action Plan Goals The Kurumin mark

Developing Diverse Human Resources

Cross-divisional Training

In addition to our human resource development system, a cross-divisional training program commenced in fiscal 2014 aimed at bolstering the entire organization as part of an initiative to improve our vertical organizational structure.
In fiscal 2015, a total of 280 employees--core representatives from each division and department--came together over three sessions to share information, exchange views, and propose new initiatives that extend beyond the boundaries of our organizational chart. The training sessions focused on renewing mutual understanding of tasks across divisions and departments, intra-company interaction, work-life balance, labormanagement problems, and the like.

Recognized as 2017 Outstanding Health and Productivity Management Organization

Leopalace21 was named a "2017 outstanding health and productivity management organization" in the large enterprise category (White 500) in a February 2017 announcement recognizing companies that excel in this field by the Ministry of Economy, Trade and Industry (METI) and Nippon Kenko Kaigi. The certification system in particular celebrates corporations such as large companies and small and mid-sized enterprises (SMEs) that put outstanding health management into practice based on initiatives linked to regional health issues and health promotion initiatives advanced by Nihon Kenko Kaigi.

Recognized as 2017 Outstanding Health and Productivity Management Organization

Health Support Using Experts

With the establishment of a health management office at the head office, Leopalace21 disseminates recommendations from public health nurses for follow-ups after initial check-ups and, through public health guidance, encourages disease prevention and preventative measures to keep disorders from becoming serious. We also implement workplace improvement activities and line care training through stress checks.

Health Support Using Experts

Health Forums

Employees can check their health status using "smart health check" measurement instruments that estimate skin age and brain age at events we hold several times a year. Lectures on health matters, courses on yoga and breathing methods, and health consultations with public health nurses are among the features of forums we organize.

Health Forums

Recognized as a "Semi-Nadeshiko Brand" Enterprise

Leopalace21 was recognized as a "Semi-Nadeshiko Brand" enterprise for its efforts to promote female success in the workplace by a joint program run by the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE). The program, which launched five years ago and added the Semi-Nadeshiko Brand category in 2017 , evaluates companies listed on the TSE first section and recognizes those in each sector that stand out for promoting the role of women in the workplace, including their efforts to foster an environment that encourages women to continue working, as "Nadeshiko Brand" enterprises. Along with the mainstay category, the program now also names one "Semi-Nadeshiko Brand" enterprise in each sector, with the total in the new category coming to 25 companies. For the real estate sector, Leopalace21 was named in the new category. We will continue to strive to create working environments where employees can do their best work and realize their potential through measures that lead to improved worklife balance and promote female success in the workplace.

Joined "Iku Boss" Corporate Alliance

In March 2017, Leopalace21 joined the "Iku Boss" Corporate Alliance established by NPO Fathering Japan.
The alliance is aimed at socializing managers (i.e., bosses) to deliver results for the organization and still find time to enjoy their work and private lives while keeping in mind the work-life balance of employees reporting to them. It is a company network that aims to transform the way managers and executives think about such matters.

Joined
Stakeholder's Voice

Employee Training System

The regular training system splits along two lines: training according to employee rank and training according to division. The former is designed to enable all employees to obtain the knowledge and capabilities they need in a series of stages. The latter is aimed at enabling employees to polish their expertise and thus improve customer satisfaction.

Fiscal 2014 results Fiscal 2015 results Fiscal 2016 results
Number of participants 2,739 3,220 6,510
Training costs per-person ¥77,087 ¥81,218 ¥51,397

■ Training According to Employee Rank

Training According to Employee Rank

■ Training According to Division

Training According to Division

Support for Employees Seeking to Obtain Qualifications

We support the efforts of employees to obtain every category of public qualification directly linked to operations at our businesses such as real estate transaction specialists, first-class architects, first-class building operation and management engineers, and financial planners.

Promoting Employment of Disabled People

With the aim of promoting the use of diverse human resources and creating a workplace that also motivates the disabled with a sense of larger purpose, we have taken steps to hire disabled employees.
In 2009, Leopalace Smile Co., Ltd. was established as a special subsidiary to employ more of the disabled, and we now have 25 disabled employees.
In fiscal 2015, the Elderly Care Business at the parent company achieved an annual average disabled employee ratio of 2.06%, and from fiscal 2016, we will continue to advance initiatives ahead of the scheduled 2018 revision to the statutory employment rate set by the law promoting employment of the disabled.

Leopalace Smile
Fiduciary businesses of Leopalace Smile
Sorting mail
Shredding documents
Cleaning offices
Creating content-certificated electronic mail
Creating business cards
Employment ratio of disabled people
April 1, 2008 1.51%
April 1, 2009 1.63%
April 1, 2010 1.96%
March 31, 2011 2.09%
March 31, 2012 2.05%
March 31, 2013 2.07%
March 31, 2014 2.07%
March 31, 2015 2.04%
March 31, 2016 2.06%
March 31, 2017 2.15%

Main Activities and Targets the CSR Committee Oversees

Main Activities and Targets the CSR Committee Oversees

More information about corporate responsibility activities



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