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Tokyo Gas Group CSR Report 2016
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Key CSR Activities and Material Aspects: Targets and Performance - Enhancement of People-Centered Management Base

<Reasons for identification of material aspects>

To work to create an energetic workplace in which every employee can exercise his or her knowledge, skills, and experience to the full.

Performance in FY2015: Overview and Assessment

Criteria for evaluating indicators Target achieved (100% or above)
Target not achieved but improved from previous fiscal year (not 100% achieved but improved from previous fiscal year)
× Target not achieved
Qualitative indicators with no evaluation axis are evaluated on the basis of whether or not progress has been made since the previous fiscal year.
Target
(CSR indicator)
FY2015 results Evaluation
Promotion of the active participation of diverse human resources and work-style flexibility

Promotion of the active participation of diverse human resources

  • Awareness raising through training, seminars, etc. (653 participants)
  • For employees: Provision of seminars on women's career development, and seminars for employees before they return to work from parental leave.
  • For managers: Organization of program of lectures on promoting the active participation of diverse human resources, seminars for managers with subordinates on parental leave, and other subjects, and awareness raising incorporated into various forms of management training.
  • For both employees and managers: Provision of seminars to help employees balance the demands of work while caring for a relative at home.
  • December: A special issue of the Group's newsletter was devoted to the subject of "Becoming a Corporate Group with Opportunities for Diverse Human Resources."
  • Ratio of women in management
    (as of April 1, 2016) 6.5% (2.0% up from 5 years earlier)Third-party assured
  • Average length of employment by genderThird-party assured
    (as of March 31, 2016) Male 21.1 years, female 19.9 years

Employment of diverse human resourcesThird-party assured

  • Fresh graduate hires (as of April 1, 2016)
    Graduate school / university / technical college: 207 persons
    (156 males, 51 females)
    High school: 84 persons
    (74 males, 10 females)
    Total: 291 persons
    (230 males, 61 females (proportion of women: 21.0%))
  • Reemployment after mandatory retirement (FY2015)
    Number reemployed:  267 (rate of reemployment: 83.7%)
    Breakdown:
      Tokyo Gas: 241 (rate of reemployment: 75.5%)
      Subsidiaries and affiliates, etc.: 26 (rate of reemployment: 8.2%)
  • Rate of employment of people with disabilities (as of March 1, 2016)
    2.0% (number of employees: 137 persons)

Development of conditions to accommodate
diverse work stylesThird-party assured

  • July-August: Adopted morning-oriented work arrangements so employees could enjoy more leisure and family time during long summer evenings.
  • October: Granted the "Kurumin" certification logo issued to companies that support child-rearing.
  • Adoption of "measures contributing to improvement of productivity" as one of the performance goals for individual employees.
  • FY2015 results of application of main systems, etc.
  • Shorter hours for parents of small children (used by 213 employees), parental leave (used by 85 persons, all of whom returned to work afterwards)
  • Shorter working hours for employees caring for relatives (used by 0 employees), nursing care leave (used by 3 persons)

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Key Future Initiatives from FY2016

Target
(CSR indicator)
Key initiatives
Promotion of the active participation of diverse human resources and work-style flexibility

Promotion of the active participation of diverse human resources

  • April 2016: Tokyo Gas's first female executive officer was appointed.
  • April 2016: Adopted target of having 10.0% of management positions occupied by women by 2020.
  • April 2016: Grand Career Support Program launched to provide greater employment opportunities for older workers.
  • June 2016: Formulated "Overarching Commitment to Diversity" and "Basic Policy Regarding Promotion of Diversity" policies.
  • June 2016: Established "Group Diversity Promotion Team."
  • Further promotion of employment of people with disabilities (new graduate hires, etc.)
  • Awareness raising through training, seminars, etc.
    Provision of special seminars for managers to equip them to help employees balance the demands of work while caring for a relative, and development of more practical seminar content.
  • Introduction in the Group's newsletter of details of the Act on Promotion of Women's Participation and Advancement in the Workplace, the group's response, and the current state of action to promote employment of people with disabilities in order to further raise diversity awareness.

Development of conditions to accommodate diverse work styles

  • July-August 2016: Adopted morning-oriented work arrangements so employees can enjoy more leisure during longer summer evenings.
  • April-December 2016 (planned): Adoption of more flexible rules and arrangements concerning the taking of leave to care for a child or relative, and consideration of introduction of arrangements to allow teleworking from home.

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