Embracing Diversity & Inclusion and Respect for Human Rights

Fundamental Approach

We respect human rights and proactively take advantage of diversity in our business. We aim to foster a workplace in which all employees can make the best use of their abilities.

《Results in FY2020》

  • Ratio of female managers: 23.9%
  • Number of seminars provided by the Diversity Promotion Project Team: 1time
  • Employment ratio of persons with disabilities: 6.71 %(Hulic) 2.34 % (Hulic and its Group companies)
  • *Figures marked with has been assured by an independent assurance provider.

Diversity: Message from the President

Ever since being listed on the First Section of the Tokyo Stock Exchange, Hulic has consistently recorded all-time high profits.
Now that a decline in the working population is unavoidable, we believe it is essential for diverse human assets to reach their full potential in order for Hulic to continue plotting and achieving its story of steady growth into the future.

To this end, based on a commitment to diversity and inclusion, our only job grades are career-track positions to enable our employees to work without any gender distinctions, and our new graduate recruitment is now almost half male and half female. Nevertheless, sometimes employees need to leave their jobs for a certain period of time due to life events and sometimes they struggle to balance work and home life when they return to their jobs. Hulic has focused efforts on improving the systems such as establishing nursery facilities located in our office and childcare leave so that this struggle does not form a barrier.
As a result of these efforts, we achieved the target of increasing the ratio of female managers to 20% by the year 2020, which was the target of First Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace,one year ahead of schedule.
We also make active efforts aimed at career development for women and we have been enhancing the training and follow up required to achieve the new target of increasing the ratio of female managers to 25% by 2024 and 30% by 2029 every year.

We also put efforts into employment for persons with severe disabilities, who have limited employment opportunities. We have established the Hulic Suginami Office, a dedicated work space at Hulic Ogikubo Building, where persons with disabilities carry out operations as our employees.
We are particularly aware of supporting independence. Activities include working steadily from 9:15 – 16:15, learning how to use PCs in work breaks, and taking part in family tours at our head office once a year. I myself also visit Suginami Office each year to exchange opinions with everyone in the office.

We believe that it is essential for management to disseminate information actively so that Hulic employees work together to promote these initiatives. We communicate the importance of diversity management through the dissemination of the Message from the President once a month, the implementation of the President’s Questionnaire Survey every six months, and periodic dinner meetings with employees. We are raising internal awareness in collaboration with the diversity promotion project team (the former women’s career promotion project team) launched in 2010 under the direct supervision of the President.
Our employees will work together to achieve diversity and inclusion, without any complacency about efforts to date.

Respect for Human Rights

The Company has established the Hulic Human Rights Policy, which proclaims respect for human rights so that all employees can maximize their abilities and contribute to the realization of a society full of peace of mind and trust. In our Human Rights Policy, we declare that we prohibit any acts of discrimination and harassment, as well as any discrimination against any person on the ground of his or her beliefs, religion, age, sex, sexual orientation, race, nationality, origin, physical or mental disorder, etc. We also prohibit any act, including sexual harassment or abuse of authority, to inflict emotional distress on any person through language or behavior that damages his or her character or dignity. Respect for human rights encompasses all fundamental human rights found in the Constitution, Labor Standards Act, and Universal Declaration of Human Rights, as well as human rights related to equal employment, prohibition of forced labor and child labor, freedom of association, and collective bargaining stipulated in the ILO's international labor standards.
In 2019, Hulic posted on its intranet regarding the themes of LGBT* and sexual harassment, etc.
In addition, we held a seminar on changes in work style as part of compliance training for our directors and general managers. Furthermore, in FY2020 we disseminated information related to the Hulic Human Rights Policy throughout the Group to raise awareness and understanding. We also provided compliance trainings on themes such as preventing the abuse of power.

  • *LGBT is a collective acronym for lesbian, gay, bisexual, and transgender.


The Hulic Human Rights Policy

① Prohibition of discrimination

We prohibit any discrimination against any person on the ground of his or her belief, religion, age, sex, sexual orientation, race, nationality, origin, physical or mental disability, etc.

② Prohibition of harassment

We prohibit any act, including sexual harassment or abuse of authority, to inflict emotional distress on any person by language or behavior that damages his or her character or dignity.

③ Prohibition of child labor

We prohibit any child labor.

④ Prohibition of forced labor

We prohibit any forced labor carried out through violent acts or intimidation.

⑤ Respect for the right of freedom of association and right of collective bargaining

In line with international labor standards, we respect the right of freedom of association and right of collective bargaining.

⑥ Reduction of excessive working hours

In addition to ensuring compliance with labor-management agreements, including the 36 Agreement and laws and regulations of relevant countries and regions, we adopt basic policies to reduce overtime work and limit excessive work.

⑦ Securing of health and safety of workers

In accordance with laws and regulations of relevant countries and regions, including the Labor Standards Act, we endeavor to offer a workplace where workers can work healthily and safely.

⑧ Payment of wages over minimum wage

We pay wages over minimum wages prescribed in various local laws and regulations as well as the Minimum Wage Act.

Execution of Diversity Management

Hulic's basic approach is for the employees to be aligned with their skill-sets, aptitudes, and personalities that enables individuals to perform at a maximum level and as a result of that the Company to operate a high value-added business with smaller workforce. To achieve this, we believe that it is essential to raise awareness on diversity & inclusion and enhance related frameworks. In 2010, we established the diversity promotion project team (the former women’s career promotion project team), which continues to engage in regular activities based on such themes as improving work-life balance and career development. In addition, meetings are held once a year with the President, who is responsible for the team, providing an opportunity for employees to directly communicate their thoughts and opinions.
In 2020, a video training session was held in lieu of in-person seminar session to help prevent the spread of COVID-19. We also discussed encouraging male employees to take childcare leave.

Promoting Female Empowerment

Hulic promotes diversity management because we believe diversity is essential for providing opportunities regardless of gender, and to this end, we are strengthening efforts to develop careers for women in particular. The Diversity Promotion Project Team (formerly the Women's Career Promotion Project Team) has been conducting activities regularly since 2010. In 2016, we received the highest certification as an “Eruboshi” company under the Act on Promotion of Women's Participation and Advancement in the Workplace.
In 2019, we also engaged in activities with a focus on organizing the “Science and Engineering Challenge (Riko-challe)” events in cooperation with the Cabinet Office, Keidanren and the Ministry of Education, Culture, Sports, Science and Technology, but in 2020, to help prevent the spread of COVID-19, the event was cancelled. Hulic has set target ratios of female managers with the aim of becoming a company in which women take on active roles. We provide follow-up trainings to all employees to raise awareness of our approach. In FY2020, the ratio of female managers was 23.9%, achieving the KPI target of 20% by 2020. Going forward, we will promote initiatives toward achieving new goals: 25% female managers by 2024 and 30% by 2029.

Formulation of Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace (2nd period)

This Action Plan was formulated in order to enable female employees to strike a balance between their careers and child-raising, and to allow them to exert their capabilities and develop their careers in various divisions of the company.

Duration of the Plan September 1, 2019 – December 31, 2023
Quantitative Goals
  • Target 1:To achieve a ratio of female managers of 20% or higher
  • Target 2:Have at least three women assigned as heads of departments.
  • Target 3:Have 100% of eligible female employees and at least one eligible male employee take childcare leave by making it easier to use the system.
Initiatives
  • Career guidance and skills training will be provided to groom women for positions as heads of departments.
  • To encourage their use, the availability of work-life balance systems will be made more widely known among employees.
  • Measures will be promoted among managers for raising awareness of diversity management.

In FY2016, Hulic affirmed the Declaration on action by a group of male leaders who will create a Society in which women shine and received the highest-level “Eruboshi” certification from the Minister of Health, Labour and Welfare as an excellent company taking initiatives to promote women’s participation and advancement in the workplace.

Employment of Diverse Human Resources

Participating in the joint declaration on the charter of corporate ethics concerning employment issued by Keidanren (Japan Business Federation), we proactively employ new graduates in accordance with the purpose of the charter. When performing pre-employment screening, we respect the basic human rights of applicants and make efforts to secure diverse human resources based on their aptitudes and abilities, regardless of backgrounds such as race, religion, or nationality, and regardless of gender. The total number of employees newly hired in 2020 (the total number of new graduates and experienced individuals) was 19 (male: 13, female: 6); the proportion of women was 31.5%. The ratio of female managers has increased as a result of active efforts to promote the active participation and advancement of female employees in the workplace, with an enhanced system to support the development of the next generation. We intended to become a company where female employees could thrive professionally, and in 2020, we achieved 23.9% of the ratio of women in management positions.

Establishing Good Labor-Management Relations

Our Code of Conduct and Hulic Human Rights Policy stipulate respect for human rights in association with equal employment opportunities, freedom of association, and collective bargaining. we conduct interviews between employees and their supervisors when necessary and carry out the President Questionnaire Survey, through which employees can share their views and opinions directly with the President, in an effort to establish good labor management relations.
Various opinions and requests were received from employees in response to the President Questionnaire Survey and, in fact, work is being carried out based on those responses to create a more comfortable workplace, including the construction of a bicycle parking lot at the head office.

Efforts Regarding Compensation

The Hulic Human Rights Policy prescribes that we pay wages over minimum wage prescribed in various applicable laws and regulations as well as the Minimum Wage Act.
The average annual salary in 2020 was JPY17,081,986 (including bonuses and nonstandard wages). This was significantly higher than the average annual salary of JPY6,305,000* at 1,803 listed companies for the fiscal year ended March 2020 and the same of JPY7,496,000* in the real estate industry for the same period. In this way, we provide employees with compensation that exceeds their living wages, which is competitive when compared with the domestic and industry labor markets.

  • *Source: TOKYO SHOKO RESEARCH, LTD.

Promoting Employment of Persons with Disabilities

The Hulic Suginami Office had their 13th anniversary, and as of June 2020, our employment rate of persons with disabilities was 2.34% Group-wide and 6.71% on a non-consolidated basis. Currently, ten employees with disabilities, instructors with experience in coaching, and a chief administrator are working at the Hulic Suginami Office, where they carry out operations, such as the dispatch of direct mail. We were rewarded as an “Excellent Office for Employing Persons with Disabilities” award in 2013 for active employment and frequent Suginami Office visits by the president, which helped to accelerate creating a sense of unity between the headquarters and the Suginami Office. We will make efforts to improve the workplace so that people with disabilities can feel a sense of worth in their work.

  • *Figures marked with “” have been assured by an independent assurance provider.
  • *The data covers Hulic Co., Ltd. and subsidiary companies that have been certified as affiliated subsidiary companies under the Act on Employment Promotion etc. of Persons with Disabilities.
The Hulic Suginami Office

Employment System for Seniors

We have introduced a reemployment program for seniors in accordance with the Act on Stabilization of Employment of Elderly Persons. Under this program, we rehire any employee that has reached the retirement age but who wishes to continue working until the age of 65. We offer staggered commuting and half-day leave for rehired employees and have facilitated environment comparable to active employees with leave and absence systems.
We expect abundant knowledge and expertise that the senior rehires possess to be inherited through communication and interchange with younger employees. In addition, in order to get a head start on compliance with the Amended Act on Stabilization of Employment of Elderly Persons, which came into effect in April 2021, we established a new system in January 2021 that provides opportunities for motivated and capable employees between the ages of 65 and 70 to work at our company (a “specified commission” system that extends the continued employment period to 70 years old).

Job Return System

Hulic has instituted a job return system that allows employees who left the Company due to marriage, giving birth, childcare, caring for a family member, or other unavoidable reasons, to return to their same job within a five year period with the same compensation and benefits as before. The purpose of this system is to support a balance between work and childcare as advocated in the Act on Advancement of Measures to Support Raising the Next Generation and to secure human resources that have wide-ranging experience and a depth of professional knowledge.

Management of Risks regarding Labor and Human Rights Issues

We endeavor to prevent violation of laws related to labor and occurrence of accidents. Although risks of child labor and forced labor are low at Hulic as we have developed a highly specialized business mainly in Tokyo, we declare that we do not permit any form of child labor or forced labor. In order to prevent such labor, we regularly audit compliance with laws in employment management and also provide compliance education, including regarding the prevention of child labor and forced labor, to employees.
For managing human risk, the department in charge determines and evaluates the situation before reporting to the Risk Management Committee and making recommendations. The Board of Directors is also regularly kept aware of the content of these reports. As a result, there have been no situations that threaten such risks as freedom of association, collective bargaining rights, child labor, forced labor, security practices, or indigenous rights.
In 2020, as part of compliance training for all employees, we conducted training on the theme of preventing the abuse of power. In addition, we invited an outside lecturer and provided training for officers and department managers in relation to preventing the abuse of power.

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