Supporting Diversity
We respect human diversity and aim to realize a society based on universal values. In order to do so, we create an environment in which our diverse team of employees can fully demonstrate their abilities and play an active role in the company. We work to create a place where diversity is recognized, and company culture is fostered so as to make full use of various perspectives, knowledge, and know-how.
Diversity Initiatives
Conducting ‘Diversity Training’ for all officers and employees
Since 2017, we have been conducting training for executives and employees to learn about and experience diversity first-hand. In addition to deepening our understanding of diversity, we strive to create an in-house culture where team members can learn and gain awareness about their work and work styles in general, so as to foster better response to diversity and recognize diverse methods of task performance.
Diversity Communication
Experiencing what it’s like to be visually impaired
Experiencing wheelchairs
Related information (in Japanese)
- < News of our web site publication >
Securing information and consideration for the hearing impaired
In addition to introducing a corporate plan for UD Talk®, a communication support and conversation app, we have created a working environment that is easier for employees with disabilities to work by hiring sign language interpreters. Furthermore, we are actively developing a new and inclusive corporate culture by sharing information security methods and procedures on our in-house portal site, and holding in-house exchange meetings using sign language to facilitate business communication between hearing-impaired employees and other departments.
Cooperation with “Universal Camp in Hachijojima”
Tanseisha has participated and cooperated in “Universal Camp in Hachijojima,” organized by the NPO Universal Event Association since the start of the event in 2005. “Universal Camp in Hachijojima” is an exchange event held with the aim of realizing a society where everyone can live together, based on the concept of “normalization” and diversity, and brings a wide array of participants together to interact regardless of age, disability, or nationality.
We see cooperating with this camp as an opportunity to develop human resources so as to learn about the kind of leadership that fosters diverse perspectives and the power of diverse human resources. In addition to providing opportunities for awareness that leads to the practice of universal design, we would like to contribute to the realization of a universal society by providing opportunities for individuals to participate in this camp.
“Universal Camp in Hachijojima” (NPO Universal Events Association)
Diversity programs
Universal sport experience
Post-training (reflection of camp training)
Evaluations and Social Awards (in Japanese)
- 2016.06.16
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“The 2nd JACE Event Award” Diversity Experience Award(Announcement on our website)
“The 2nd JACE Event Award” (Japan Association for the Promotion of Creative Events)
Participation in the “Art and Sign Language Project”
Since 2011, we have been participating in the “Art and Sign Language Project”, which aims to create an environment where a various group of people can connect at their own pace and enjoy the works on display. This event places special importance on art, museums, sign language, and the hard-of-hearing. We continue to plan and provide tours and workshops with museums and organizations in Tokyo and other places.
“Art and Sign Language Project” Website
Venue: Contemporary Art Gallery, Mito Museum of Art
Venue: Museum of Together Exhibition (Sponsored by The Nippon Foundation) / Photo courtesy of NPO Able Art Japan/Photo: Haruko Miura
Venue/Photo courtesy of Chigasaki City Museum of Art
Participation in “Universal Camp TOKYO” (From 2017 to 2021)
Tanseisha has participated in the event “Universal Camp TOKYO” held at Shinagawa Season Terrace (Minato Ward), where its HQ is located, as a member of the executive committee since 2017. In this event, local governments and companies based in the Shibaura Konan area cooperated to provide an opportunity for a diverse group of people to gather, interact, and understand each other based on the theme of “Understanding diversity and realizing a symbiotic society through local initiatives” as part of social contribution activities in the region.
Interacting program with special lecturers
Experiencing Para-sports
Diversity Seminars
Co-organizing “2020, Shibuya. Let’s Experience the Daily Life of Super Welfare” (Super Welfare Expo)(From 2012 to 2020)
Tanseisha and the NPO People Design Institute co-organized the “Super Welfare Expo” (official name: Shibuya, 2020. Let’s Experience the Daily Life of Super Welfare). The week-long exhibition has taken place in November since 2014, mainly in Shibuya Hikarie, in aim of removing the barriers that people with physical handicaps and other minorities relying on welfare feel every day. We have cooperated with the event every year since 2012 when it was held under a different name, “Super Welfare Exhibition,” and have co-organized it since 2017.
We hope to contribute to the promotion of diversity and the realization of a society that is rich in diversity by co-hosting this exhibition and providing a place for rich experiences where diverse people, goods, and information come together. We have also cooperated with the “Super Welfare School @SHIBUYA” held in 2021 as a part of the “after Super Welfare Exhibition.”
“Super Welfare Expo” (Organized by NPO People Design Institute) Website
At Shibuya Hikarie
At Shibuya Cast
In front of Hachikomae Square
Photo: © NPO People Design Institute
Initiatives for Employees
Human Resources Policy
We recognize that the diverse individuality and creativity of our employees are the most important resources for management, and we respect the autonomy and individuality of our employees. Based on the recognition that employee health is the foundation for creativity and healthy growth, we strive to create a comfortable working environment that takes into account the health and safety of employees. By developing work-styles that take the human body and mind into consideration, as well as human resource development (education, training, and career development), we aim to be a company where each and every employee and team organization can grow sustainably. We strive to be a company that can demonstrate its full potential through a variety of working styles.
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Respect the basic human rights and individuality of our employees.
We respect diverse personalities and values without discrimination based on race, religion, nationality, gender, sexual orientation, gender identity, disability, etc. -
Create a work environment that is not only easy but worth working in.
We take into consideration the health and safety of our employees, create a working environment where employees can work with a sense of value, in ways that suit them best. -
We support the growth of our employees, teams, and organizations.
We provide opportunities for growth through challenging jobs aimed to suit the individual tasked and human resource development (education, training and career development).
The type of people we look for
- People who have a strong personality, take the initiative in their expertise and creativity, contribute to teams and organizations, and work hard to respond to the expectations of customers and society.
- People who constantly expand their knowledge, skills, and senses, take on challenges, grow and transform, and are willing to support the growth of their teams and organizations.
- People who value their own health and value the health of each and every member of the team or organization.
Hiring Policies
We respect the basic human rights of applicants and conduct fair recruitment screening based on the applicant’s aptitude and ability. In addition, we conduct recruiting by looking at who strongly sympathizes with our management philosophy and vision, and who is willing to work hard and continue to work hard to make that a reality.
- [Keywords]
- Passion (the tenacity to persevere) – Tan (red)
- Wisdom (expertise, knowledge and skills) – Sei (blue)
- Creativity – Tansei [Tan Qing]
- Teamwork – Sha (Company)
Human Resource Development Policies
Based on the idea that work nurtures people, we respect and support our employees’ willingness to learn and grow on their own. Providing the best-suiting work experience and on-the-job-training (OJT) as the basis for our human resource development, we support growth through placement, rotation, as well as formal off-the-job training and education. We also support the autonomous career development of our employees.
- > Providing education and training to acquire basic and specialized knowledge and skills.
- -Education by hierarchy, Education by job category, Technical education, OJT.
- > Providing job opportunities for the right person in the right place.
- -Providing opportunities for diverse work experience through assignments, placements, and transfers to certain projects.
- > Provide opportunities for autonomous career development.
- -Career interviews, career development training, self-development (support for obtaining qualifications).
- > Providing opportunities for work and growth in a new relationship between individuals and the company.
- Establishment of a personnel system that supports the employee decision to choose work-style.
Health Care, Benefits
In addition to conducting regular health checkups and stress checks based on the Occupational Safety and Health Act, we also conduct women’s health checkups and influenza vaccinations for the prevention of diseases specific to women.
Furthermore, since April 2017, we have introduced Group Long-Term Disability Income Compensation Insurance (GLTD) as a new welfare system that allows employees and their families to recover and recuperate with peace of mind, and supports early return to work by protecting the lives of employees and their families from unforeseen work disabilities.
Personell systems maintenance and human resource training initiatives
We are continuously reviewing our personnel system in response to diversifying work styles. As space creation professionals, we also plan educational and training programs to help new employees acquire the skills required for each level and occupation, including young and mid-career employees, and managers, and conduct career interviews to support their growth as manager specialists.
In addition, we have established a support system for employees obtaining qualifications designated by companies, such as licenses for architects and construction management engineers, and provide a portion of the cost of acquisition to support employees in obtaining qualifications.
Furthermore, we regularly hold in-house seminars and“Creative Salons”to improve the creative skills of our staff, and share information for design-related knowledge for research purposes via VR and at our head office.
Creative Salon
New employee training “Human Resource Development Project”
We have conducted our own original practical training since 2005 as part of new employee training program. Initially, it started as training for making fixtures. Today, first-class designers and top-class craftsmen participate, and through serious yet friendly rivalry between coworkers, new employees experience their first opportunity for growth. In the endeavors of creating something new, it is important to utilize the ideas and abilities of a diverse group of human resources, and to successfully connect them to solve problems and create value. Our goal is to help new employees grasp the essence of their work, think about how they can make the most of their abilities among team members while growing. Since 2011, we have been conveying our commitment to developing our staff through exhibitions and talk sessions. (Photo: Yosuke Owashi, others.)
New employees at work
Creating products with strict conditions
Human Resource Development Project Exhibition 2019 “Before and After”
Talk session
Participating Designers of Human Resource Development Project
ASHIZAWA Keiji (KEIJI ASHIZAWA DESIGN), FUJIMORI Taiji (Taiji Fujimori Atelier), HASHIMOTO Jun (Junio Design), HAYASHI Yusuke and YASUNISHI Yoko (DRILL DESIGN), ITOU Kenji (MUTE), ITO Yu and KENMMOTSU Yoshimi (SOL style), KAKUDA Yota (YOTA KAKUDA DESIGN), KANO Yuma (STUDIO YUMAKANO), KOBAYASHI Mikiya (MIKIYA KOBAYASHI INC.), SANDO takuto and CHIBA motoo and SAIKAWA himari and HAYAMA Shogo （Tsubame Architects）+SATO Nanami（Doken Co., Ltd.）, MABUCHI Akira (AKIRA MABUCHI DESIGN), NAGAOKA Ben (POINT), NAKABAYASHI Tetsutaro (Tokyo Zokei University), NARUKAWA Hajime (AuthaGraph), HAMANISHI Kunikazu（Hamanishi DESIGN）, ONO Naoki and Yamamoto Yuki (YOY), SUZUNO Koichi (TORAFU Architects), TERADA Naoki (inter office Ltd.), TSUNODA Mayuko and HASEGAWA Satoshi (minna), YAMADA , Kaichiro (KAICHI DESIGN) , YAMAGUCHI Hidebumi and ORIYAMA Yuko (Caro inc.), YAMAGUCHI Makoto (Makoto Yamaguchi Design), YUZAWA Sachiko (ASSOCCA STYLE), AMANO Ryota and INAGAKI Makoto, KACHI Yukiko, KAMIGAICHI Taisuke, KANDA Takeshi, KATO Tsuyoshi, MIYAMOTO Atsuki, NAGAHARA Kentaro, SUZUKI Atsushi, TAKEDA Yoshifumi (Tanseisha)
Human Resource Development Project (Click on the flyers to view PDF)
Evaluations and Social Awards
Promoting work-life balance
We promote work-life balance by establishing a Family-Friendly Promotion Committee under the keyword “Let’s design work-life balance,” and promote workplace creation and work-style reform that makes it easier for diverse human resources to work and demonstrate their abilities. We also communicate with employees’ families, and hold family days where families of employees are invited to visit the office. As a professionals capable of performing respective responsibilities, we will continue to aim to be a company where employees can play an active role and have a fulfilling balance of both work and private life
Family Day. At “Career Workshop for Elementary School Students” employees’ children experience creating spaces with our designers and learns about “careers.”
An office tour to learn about the how their fathers and mothers work every day.
Commemorative photo at our event “Creative Meets”
Responses to diverse work style and measures to prevent excessive labor
In addition to many efforts to achieve our goal of total prevention of excessive labor, we are working on initiatives such as telework systems for all employees to work in efficient and creative environments in order to improve productivity and work-life balance. We also have established shifts so that employees may change their start time from day to day, a system that improves the rate of childcare leave, creates shorter working hours for employees who receive childcare, and promotes the taking of annual paid leave.
In addition to introducing a “free address system (location free working)” at our head office and branches, we are also developing co-working spaces and sattelite share offices. We also provide iPhones and PCs tailored to work style to all employees, and have introduced expense settlement systems, RPA（Robotic Process Automation）, and AI chatbot to streamline operations.
Initiatives in response to The Act on Advancement of Measures to Support Raising Next Generation Children and the Act on Promotion of Women’s Participation and Advancement in the Workplace
In 2005, we formulated and registered the General Business Owner Action Plan based on the Act on Advancement of Measures to Support Raising Next Generation Children, and in 2007 we obtained the Next Generation Certification Mark (nickname: Kurumin) through subsequent efforts to support child-rearing.
Aiming to be a family-friendly company, we are partnering with corporate-led nursery schools with the aim of helping employees balance work and raising their children, as well as promoting work style reform and in-house awareness-raising activities.
- Planned period (third term)
From April 1, 2020 to March 31, 2022 - Targets and Initiatives, Implementation Date
[Providing Opportunities for Female Workers in Occupational Life]
Target: 50% for the percentage of female workers employed in each employment management category.
<Details of initiatives and implementation time>
– Actively inform employees of the Company’s childcare and nursing care system, diversity of work style (telework and shared offices), and enhancement of training systems (conducted in conjunction with the recruitment activity period). - Planned period (6th period)
April 1st, 2020 to March 31st of 2022. - Goals and Initiatives, Implementation Date
Goal: To allow female workers who take childcare leave (including other leaves), or raise children to continue working and play an active role in the company.
[Measure 1]
Initiatives for enabling and supporting female workers who have returned from childcare leave or who are raising children, as well as counseling to support career development (as follows).
– Continued career design seminars for women (conducted around autumn every year)
– Consideration and implementation of the return-to-work support program (implemented at any time for employees after childcare leave)
– Conducted career training for different age groups (conducted from May to July every year).[Measure 2]
Implementation of measures to support the costs required for workers raising children to use provided services – Introduction of babysitting discount vouchers (from April 2020)
[Measure 3]
Promote contracts for corporate-led childcare business alliances
– To establish contracts with more than 10 affiliated facilities (including already contracted facilities) in order to support parent employees who have not decided on a nursery school (during the planning period)
– Continuously inform employees (always).
General Business Owner Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace
In order to create an employment environment in which women can play an active role, we have formulated the following action plan:Target: To improve the rate of employees taking paid leave by approximately 10% for each employment management category in 2019. However, in the future, we aim to level the acquisition rate for each employment management category.
<Details of initiatives and implementation time>
– Report from personnel in positions higher than management of the state of paid leave usage by lower employees, as well as encourage the acquiring of paid leave (monthly)
– Setting of planned leave (annually)
– The following settings have been made for 2020:
Encourage employees to take at least three days of paid leave during the period between the Olympics and Obon holidays. To grant company-wide planned leave for 12/28 Encouragement for anniversary leave, extended leave spanning weekends and holidays, reporting to employees’ families, recommendation to take long-term leave after continuous work, etc.
General Business Owner Action Plan Based on the Act on Advancement of Measures to Support Raising Next Generation Children
In order to develop an employment environment in which employees can demonstrate their abilities, harmonize work and life, and create an employment environment that is easy to work in, we will formulate an action plan as follows.Site for easy viewing of “Act on Promotion of Women’s Participation and Advancement in the Workplace” (Ministry of Health, Labour and Welfare)
- Corporate Governance: Corporate governance
- Human Rights: Due diligence | Human rights risk situations | Avoidance of complicity | Resolving grievances | Discrimination and vulnerable groups | Civil and political rights | Economic, social and cultural rights | Fundamental principles and rights at work
- Labor Practices: Employment and employment relationships | Conditions of work and social protection | Social dialogue | Health and Safety at work | Human development and training in the workplace
- Environment: Prevention of pollution | Sustainable resource use | Climate change mitigation and adaptation | Protection of the environment, biodiversity and restoration of natural habitats
- Fair Operating Practices: Anti-corruption | Responsible political involvement | Fair competition | Promoting social responsibility in the value chain | Respect for property rights
- Consumer Issues: Fair marketing, factual and unbiased information and fair contractual practices | Protecting consumers’ health and safety | Sustainable consumption | Consumer service, support, and complaint and dispute resolution | Consumer data protection and privacy | Access to essential services | Education and awareness
- Community(Community Involvement and Development): Community involvement | Education and culture | Employment creation and skills development | Technology development and access | Wealth and income creation | Health | Social investment
- CSR
- CSR
- Contributing to social and cultural development and related solutions.
- Promoting Innovation
- Supporting Diversity
- Promoting Supply Chain Management
- Conserving the Natural Environment
- Enhancing Corporate Governance
- Other CSR Efforts
- Out-of-house Assessment and Qualification
- Initiatives for SDGs
