TOKYO GAS TOP > CSR Report >  Social Report > For Our Employees > Human Resource Policies and the Employment Situation
Tokyo Gas Group CSR Report 2016
Menu

Social Report - For Our Employees
Human Resource Policies and the Employment Situation

Basic Policies on Human Resources

Tokyo Gas has developed a variety of personnel programs informed by a recognition that the vitality of the company is dependent on its people, and that company growth cannot be achieved without the growth of its personnel.

Our pay, benefits, and promotion programs are designed to reflect the performance of each employee over a given period of time so that all can be confident that their efforts and contributions to the company's performance will be appropriately rewarded. By offering varied benefits and compensation, we aim to enhance the motivation and satisfaction of our employees, and create an organization full of vitality.

WorkforceThird-party assured

As of March 31, 2016, our workforce totaled 7,518 employees (6,519 men, 999 women).

  • The above figures include employees loaned by Tokyo Gas to other organizations but exclude those loaned to Tokyo Gas from other organizations (hereafter, "registered employees").
Average Age by Gender
Gender Unit 2013 2014 2015
Male Age 43.6 42.8 42.1
Female Age 41.8 41.7 41.6

Data are for Tokyo Gas employees (registered employees) as of March 31 in each fiscal year.

Average Length of Employment by Gender
Gender Unit 2013 2014 2015
Male Years 22.8 21.9 21.1
Female Years 20.1 20.0 19.9

Data are for Tokyo Gas employees (registered employees) as of March 31 in each fiscal year.

Percentage of Employees Leaving the Company
Percentage of Employees Leaving the Company

Transparent HiringThird-party assured

Tokyo Gas follows Keidanren (Japan Business Federation) guidelines in its hiring practices. We publish job and corporate information in good time so that students can concentrate on their studies and still have ample leeway to research which companies to apply to, and hold various seminars to give them a realistic idea of what life would be like working for Tokyo Gas Group.

Hiring of Fresh Graduates ✽1
Education Unit 2014 2015 2016 Breakdown of 2016 hires
Graduate school/ university✽2 Persons 176 190 207 Male 156 Female 51
High school Persons 130 108 84 Male 74 Female 10
Total Persons 306 298 291 Male 230 Female 61
  • ✽1Hiring situation as of April 1 in each fiscal year.
  • ✽2Including technical college graduates.

Employee Survey

Survey results
Survey results

We regularly survey all employees to ascertain their views on work, the workplace, lifestyles, and other factors, and use the results to improve our personnel programs and other measures. These surveys show that, in general, our employees are satisfied working for Tokyo Gas.

Building Positive Communication between Labor and Management

All employees excluding management are members of the Tokyo Gas Labor Union under a union shop agreement. The company and the union enjoy a healthy and positive relationship based on mutual understanding and trust. Both sides engage in transparent dialogue through regular labor-management consultations on issues regarding management and working conditions. We also strive to improve the working environment for our non-full time workers, and have signed an agreement on minimum wages.

  • Union Shop Agreement
    An agreement under which employers agree to dismiss workers who do not become union members or who withdraw from or are expelled from the union. All qualifying employees are enrolled in the union.
Main Labor-Management Consultations and Topics Discussed in FY2015
Discussion body Date Main topics discussed
Intensive spring labor-management talks February-March Negotiations concerning economic working conditions, personnel arrangements, rules of employment, and other working conditions
Special Subcommittee of the Joint Management Council (policy related) April and October Current state and future course of business strategy and key policies
Special Subcommittee of the Joint Management Council (financial results) May and November (working-level negotiations) Company performance and financial results forecasts
Working Hours Committee May and November Current and projected working hours and productivity increases
Working Group on Post-Sixty Work Styles October Promotion of employment of older employees
Employee Pay and Benefits Programs Committee December Current state of personnel arrangements and policies
Departmental labor-management councils (branch level) April-May Current state and future direction of departmental/divisional policies

Page Top