Respect for humanity

We respect human rights and diversity, and pursue human happiness. We provide spaces and experiences that "inspire" a wide variety of users, and we create an organizational culture where diverse employees respect each other, make use of their various perspectives, knowledge, and know-how, and an environment where each individual can grow and thrive.

Tanseisha Group Human Rights Policy

Basic Approach to Respecting Human Rights

In its sustainability policy, which was formulated based on its purpose, the Tanseisha Group declares that "By confronting environmental and social issues through its business of creating valuable spaces and working sincerely to resolve them, we will strive to sustainably improve our corporate value and contribute to the realization of a colorful and sustainable society." In addition, the Tanseisha Group's Code of Conduct includes a statement that "respect human rights and prohibition of discrimination," and the Tanseisha Group will fulfill its responsibility to respect the human rights of all stakeholders involved in its business.
The formulation of this policy was submitted to and approved by Tanseisha's Management Committee and then resolved by the Board Director.

Tanseisha Group Human Rights Policy
  1. Compliance with international standards and laws related to human rights
    We will conduct business activities based on the United Nations Guiding Principles on Business and Human Rights, and will support and respect international norms regarding human rights, such as the International Bill of Human Rights, the International Labor Organization's (ILO) Declaration on Fundamental Principles and Rights at Work, Children's Rights and Business Principles, and the Ten Principles of the United Nations Global Compact, while also complying with applicable laws and regulations in the countries and regions in which we conduct business.
    Furthermore, when we are faced with a conflict between internationally recognized human rights standards and local laws, we will adhere to the higher standard and seek ways to respect international human rights standards.
  2. Scope
    This policy applies to all directors and employees of the Tanseisha Group (including seconded and temporary employees).
    We also expect our business partners, including cooperating companies, and everyone involved in our business activities to understand, support, observe, and practice respect for human rights and diversity in accordance with this policy, and we aim to work together with them on this initiative.
  3. Priority themes for respecting human rights
    1. Prohibition of discrimination and harassment
      In order to respect human rights and diversity, we will not tolerate any discrimination, harassment or unfair treatment on the grounds of nationality, race, ethnicity, religion, ideology, sex, age, disability, gender identity, sexual orientation, employment status or any other reason.
    2. Prohibition of child labor and forced labor
      We will not engage in any form of child labor, forced labor, or human trafficking, nor will we engage in any human rights violations against foreign workers, etc.
    3. Respect for fundamental labor rights
      We respect fundamental labor rights, including freedom of association, as well as the right of workers to organize and the right to collective bargaining. In addition, we maintain and promote healthy and favorable labor-management relations through dialogue and discussion with employees or their representatives.
    4. Appropriate payment of wages and management of working hours
      We will consider the mental and physical health and safety of our employees, strive to create a comfortable and rewarding working environment, and ensure occupational safety and health.
    5. Ensuring a safe working environment
      We will consider the mental and physical health and safety of our employees, strive to create a comfortable and rewarding working environment, and ensure occupational safety and health.
    6. Support for achieving work-life balance
      We understand the importance of work-life balance for each employee, and we will promote initiatives that allow employees to choose from a variety of work styles to achieve both productivity and improved well-being.
    7. Promoting Diversity, Equity & Inclusion (DE&I)
      We will work to create a workplace and climate that respects different cultures, customs, and values, and strive to improve diversity so that each employee can grow and play an active role regardless of race, nationality, gender, etc. In addition, we will respect the human rights of vulnerable people who are easily alienated from society or whose human rights are violated, such as people with disabilities, foreign workers, and sexual minorities (LGBTQ, etc.), and work to support and provide relief for such people's independence.
    8. Respecting the rights of indigenous peoples and local communities
      We will respect the rights and cultures of indigenous peoples and local residents as stipulated in the laws and international agreements of the countries and regions in which we conduct our business.
    9. Protection of personal information and respect for privacy
      We will comply with relevant laws, regulations and other standards when handling personal information, and will work to protect the personal information and respect the privacy of all people involved in our business activities.
  4. Governance and promotion system for human rights
    Human rights initiatives are promoted primarily by the Sustainability Promotion Department, Human Resources and Labor Department, and Supply Chain Management Department. The Sustainability Committee, which is positioned within the governance system and chaired by President and Chief Executive Ofcer regularly discusses and deliberates on issues, and important matters are discussed and decided at the Management Meeting and reported to the Board Director. By strengthening governance, we aim to reduce risks to management.
  5. Human Rights Due Diligence Initiatives
    We will establish a human rights due diligence system in accordance with the United Nations Guiding Principles on Business and Human Rights, identify any adverse impacts on human rights that may arise in the course of our business activities, and work to prevent and mitigate such impacts.
  6. Corrective Actions and Remedies
    If it becomes clear that the business activities of the Tanseisha Group have caused, contributed to, or contributed to adverse impacts on human rights, we will take appropriate measures to remedy or remedy the situation.
    Furthermore, even if the Tanseisha Group itself does not directly contribute to adverse human rights impacts, if the Tanseisha Group's partner companies or other related parties are directly connected to adverse human rights impacts through their business, products or services, we will strive to prevent and mitigate those impacts.
    We will set up a consultation desk through our corporate website etc. for all people involved in the business activities of the Tanseisha Group and operate it appropriately. With regard to reports and consultations received, we will thoroughly manage the privacy of the whistleblower and related parties and the information on the report, and protect the whistleblower from being treated disadvantageously as a result of having made a report.
  7. Dialogue and consultation with stakeholders
    We will continue to engage in dialogue and discussions with relevant internal and external stakeholders regarding the identification of actual and potential impacts on human rights and responses to improve them.
  8. Education and Training
    We will provide appropriate education and training to the directors and employees of the Tanseisha Group so that this policy is understood, established in our business activities, and effectively implemented. We will also promote activities to ensure that our business partners, including our cooperating companies, understand this policy.
  9. Information Disclosure
    We will disclose our human rights initiatives based on this policy on our corporate website and other means, and strive to ensure that our stakeholders understand them.

Established on February 1, 2025
President and Chief Executive Ofcer Osamu Kobayashi

Initiatives for creating space

We have developed the "Sustainable Design Guidelines," which outline our efforts to promote "sustainable design," a design methodology for realizing a sustainable society, and are working to solve social issues through the creation of a variety of spaces.

Sustainable Design [Respect for People]

  • (1) We provide a space that "moves hearts" by deepening understanding of a diverse range of users.
  • (2) We will consider ways to make the space easy to use and safe for everyone to experience.
  • (3) We strive to maximize people's well-being through creating spaces.

サステナブル設計「人間の尊重」の図
Initiative Themes

(1) Universal design (2) Safety design (3) Wellness design

Promoting Universal Design

Consumer Issues Community

In addition to universal design in terms of both soft and hard aspects, we strive to practice "universal design of the heart."
Since 2018, we have partnered with Mirairo Co., Ltd., a company that specializes in universal design consulting, to create facilities that incorporate universal design.
In addition, we have developed a multilingual app called "T-VOIX" that uses UV codes * to provide information translated into various languages in text and audio in offline environments, and we are working to have this app adopted by cultural facilities throughout Japan.
Additionally, we are continually collecting information about universal design and sharing it on our company intranet.

*UV Code: "Uni-Voice" is a voice code developed by the Japan Association for the Dissemination of Information for the Visually Impaired (JAVIS), a non-profit organization.

Examples of achievements
"Ikei Pharmacy Yanaka Store"

Together with Mirairo Co., Ltd., a universal design consulting company, we carried out on-site surveys and verifications, aiming to create a space that took into consideration the width of the aisles, the wheelchair space in the waiting area, the dimensions and shape of the prescription counter, and the location of assistants. In addition, in the lobby, we placed bookshelves that also function as partitions at a height that can be easily used by people of all ages, from children to the elderly. In the sales corner, we also installed a counseling counter and beauty salon booths to help people become truly healthy.
(Owner: Sun IM Planning Co., Ltd. | Scope of work: architectural and interior Basic Planning, design, Basic Layout, logo and business card design, Total Design supervision, furniture, store signs, and tower clock construction)

Learn more
アイケイ薬局 矢中店 店内のようす
Related information | Announcements

Photography: Nacása & Partners Inc., Forward Stroke inc., ss kikaku, Kawakami Photo Studio, Daichi Misono, and others

Initiatives to create a safe and secure space

Labor practicesEnvironmentConsumer issues

In order to realize a space that is comfortable, easy to use, safe and secure for everyone, the entire company is working together to create a better space. We also continue to take measures to improve quality technology, such as holding construction technology review meetings.

Employee training to improve technical expertise

Education for Production Professionals

We provide "professional skill training for production staff" on "laws and regulations," "safety," and "construction" with the aim of improving the quality and skills of production staff. We also hold seminars for production staff with the aim of meeting customer needs and improving satisfaction by calling attention to safety and quality management at the planning stage and on-site.

Education for designers and planners

We provide technical learning opportunities to review the key points of "design basics," "regulations," and "facilities" that designers and planners need to know in order to proceed with their work, and to avoid problems and risks from the design stage. In addition, we hold technical seminars for designers four times a year with the aim of strengthening their engineering skills.

Education for young employees

As part of the training for new employees, we provide technical training programs on laws, regulations, prohibited matters, special management matters, electricity, machinery, etc. In addition, we are working to improve the technical skills of young employees by providing them with opportunities for construction consultations and on-site guidance on projects they are in charge of.

Initiatives to improve the safety and quality of spaces

Implementation of "Construction Technology Review Meeting"

Before construction begins, we check the construction plan and safety plan, consider key management items and measures for prohibited items and special management items in terms of safety and quality, and hold "construction technology review meetings" with the aim of eliminating complaints, troubles, disasters and accidents and ensuring smooth construction. We strive to ensure quality by pointing out and extracting issues and problems in space creation, and by confirming laws and regulations, verifying structures and confirming construction methods.

Sharing information on safety and quality

At the monthly "Safety and Health Committee," we analyze and share claims and maintenance reports, and strive to prevent recurrence, as well as consolidate information on quality and technology improvement, and provide coordination, instructions, and guidance to the relevant departments. In addition, we have created a site on the company intranet dedicated to safety and quality that consolidates technical knowledge and information, and share information widely, and we also regularly review the "Safety Handbook."

Providing educational opportunities

Every year, we provide seven types of qualification training: special training in scaffolding assembly, special training in low-voltage electricity, training for scaffolding inspection practitioners, training for foremen and safety managers, training for general managers, training to improve the skills of foremen and safety managers, and special training in full harnesses. We have established a system in which not only approximately 450 production staff, but also technical partners and cooperating companies can take the courses, providing a wide range of educational opportunities to improve safety and quality.

施工技術検討会のようす

Promoting Well-Being Management

Tanseisha Group Well-Being Management Policy

The Tanseisha Group believes that the diverse personalities and creativity of its employees are its most important management resource.
We believe that the physical and mental health of each employee is the foundation for the expression of creativity and healthy growth.

Therefore, we respect the lifestyles and values of our employees,
We support diverse working styles by establishing a workplace environment and systems that consider health and safety.
We will promote initiatives that will lead to employees feeling job satisfaction and enjoyment in their work.

The well-being of employees and their families (physical, mental and social satisfaction,
We aim to improve this balance (a good, balanced state) and manage our business in a way that contributes to a rich and colorful life.

  
About the "TANSEISHA WELL-BEING" logo

The "TANSEISHA WELL-BEING" logo, which visually represents Tanseisha's unique concept of well-being, is used to foster employee awareness and support the promotion of well-being management.
The logo is designed to create an image of overlapping circles representing the three elements necessary for well-being - social, physical, and mental - influencing and balancing each other, and is made up of the VI color of the Tanseisha Group's purpose, "Envisioning the future from space, bringing color to people and society."

Promoting work-life balance

In addition to the "telework system" and "flextime system" that allows employees to freely decide their working hours for all employees, we have introduced a short-time work system that is not based on childcare or nursing care reasons, and aim to improve productivity and well-being by promoting work-life balance. In addition, we are taking measures such as introducing sick leave and infertility treatment leave so that capable and motivated employees can balance their work with their family and private lives and choose various working styles, creating a workplace where diverse human resources can work comfortably and demonstrate their abilities, and promoting work style reform.

Childcare and nursing care support

Labor Practices

We are working on improving our system to increase the rate of employees taking childcare leave, shortening working hours for employees who are raising children, encouraging employees to take annual paid leave, and partnering with company-run daycare centers. We have also established a "Family Friendly Promotion Committee" with the aim of supporting the development of the next generation, and are working to promote activities that allow for diverse work styles through support such as setting up a consultation desk for childcare and elderly care and holding elderly care seminars. In 2007, we obtained the next-generation certification mark (nicknamed "Kurumin").

くるみん

General employer action plan based on the Act on Advancement of Measures to Support the Development of the Next Generation

We will formulate the following action plan to create a workplace where both men and women can work long term and an environment where women can play active roles in management positions.

  1. Planning period (8th period)
    April 1, 2024 - March 31, 2027
  2. Goals and measures
    <Goal>
    Increase the rate of male employees taking childcare leave to an average of 40% or more during the planned period.
    <Measures>
    ・Regularly disseminate information about paternity leave (from April 2024)
    ・Interviews will be held for both male and female employees who wish to take childcare leave (from April 2024)
    ・Interview male employees who have taken childcare leave and disseminate information to employees (from August 2024)
    ・Seminars will be held for employees returning to work after childcare leave (from March 2025)

"Act on Advancement of Measures to Support the Development of the Next Generation" (Ministry of Health, Labour and Welfare)

Promoting work style reform

Labor Practices

We have set a goal of reducing long working hours and are working across the company to achieve it. We have also established a Work Style Reform Promotion Committee to review work styles and the office environment.

Development of IT environment

In order to streamline operations and improve productivity, we are providing employees with work devices that match their working styles, as well as improving our IT environment by introducing RPA (Robotic Process Automation) and AI chatbots, and digitizing and going paperless for purchasing transactions and internal application documents and procedures.

Streamlining business processes

With the aim of streamlining our internal business processes, we are also working to utilize unique digital tools tailored to each job type and task, such as expanding our dedicated information database for production positions and introducing a document creation navigation system.

Improving the office environment

We are creating offices that take into consideration productivity improvement and well-being in line with new ways of working. In the head office office update, we added more facilities for mental, physical and social health, such as a space for relaxation and communication, massage space and play zone (ping pong table and putting mat). We have set up a "distributed network office" to increase contact points between employees without dispersing people. In addition, from the perspective of improving productivity and risk management, we are increasing the options for places to work other than the head office, branch offices, sales offices and home, such as using external shared offices and opening a Yokohama satellite. In addition, we have introduced a free address system at the head office and each branch office, and are improving the office environment by installing web booths that can be used as simple changing rooms as part of our consideration for privacy.

Conducting in-house awareness-raising activities

Through "Work Style Reform NOW," a regular message from the president sent out within the company, we inform employees of the importance of health, as well as the importance of correcting long working hours and being conscious of how we use our time, which are the foundation of health.

Related information | Announcements

Health management and employee benefits initiatives

Labor Practices

We have established a "Health Management Department" as a dedicated department for health promotion, and in addition to providing education to raise awareness and responding to incidents, we are implementing company-wide measures by sharing current data and information. By early detection of mental and physical disorders that can occur to anyone and careful follow-up according to the situation, we are contributing to maintaining the social health of the entire organization.
In addition to conducting regular health checkups and stress checks based on the Industrial Safety and Health Act, we also provide comprehensive medical checkups, women's health checkups to prevent diseases specific to women, influenza vaccinations, interviews with industrial physicians, online counseling, etc. In addition to holding "self-care training" for all employees and "line care training" for managers, we are also working to raise employee awareness by visualizing vacation acquisition status in real time, which will lead to promoting vacation acquisition.
We have introduced Group Long-Term Disability Insurance (GLTD) and Group Medical Insurance as employee benefit programs to protect the lives of employees and their families from unforeseen work-related disabilities, allowing them to focus on recovery with peace of mind and support their early return to work.

Initiatives to improve employee engagement

Labor Practices

Tanseisha has been conducting employee opinion surveys every two years since 2016. We consider this survey important in order to continue being a "good company" that balances "employee happiness at work" with "high performance" and to become an even better company. Based on the survey results, we link them to environmental improvement activities for the whole company and each department. In addition, with the aim of strengthening communication between employees and improving engagement, we also promote communication with employees' families by publishing the in-house newsletter "TANSEI-zine" and holding family days where employees' families can tour the office.

In order to improve engagement across the entire group, we hold a walking event called "Tansei Telewalk" using a pedometer app, hold joint induction ceremonies and training for new recruits, and proactively disseminate information within the company and to group companies. Furthermore, we hold an annual awards ceremony to recognize the work performance and results of employees, including those in group companies, and outstanding design activities.

ファミリーデーのようす

Promoting diverse work styles

Personnel Policy

We recognize that the diverse personalities and creativity of our employees are our most important management resources, and we respect their autonomy and individuality. Based on the recognition that employee health is the foundation for the expression of creativity and healthy growth, we will create a comfortable working environment that considers the health and safety of our employees. In order for our company to continue to be a professional and challenging group, we will provide opportunities for growth and support the growth of the team and the organization as a whole, aiming for each employee who is a member of the group to become a strong individual.

  1. We respect the basic human rights and individuality of our employees.
    We do not discriminate on the basis of race, religion, nationality, sex, sexual orientation, gender identity, or disability, and we respect diverse individuality and values.
  2. We will create a comfortable and rewarding working environment.
    We will consider the health and safety of our employees and create a workplace environment where they can do rewarding work and where diverse working styles are possible.
  3. We support the growth of employees, teams, and organizations.
    We provide opportunities for growth through diverse work challenges, human resource development (education and training/career development), and organizational development.

Desired talent profile (= strong individual)

  1. We are looking for people who strongly identify with our values and can take action.
  2. We recognize that employee health is the foundation for creativity and healthy growth, and we seek employees who value not only their own health, but also the health of their team and organization.

    [Values/Our values]
    Facing People
    We sincerely address the thoughts of our colleagues and stakeholders who are connected through the space.
    Putting our hearts and souls into our work
    We approach each and every job with sincerity and professional pride.
    Challenging beyond the present
    We continue to take on new challenges while growing and transforming ourselves through flexible thinking and creativity.
    Combining colorful personalities
    We recognize each other's sparkling creativity, cutting-edge technology, and individuality, and come together as one.
    Enjoying our work
    Enjoy all the work and changes.

Recruitment Policy

We respect the basic human rights of applicants and conduct fair recruitment selection based on the aptitude and ability of the applicant. Furthermore, through this recruitment selection process, we hire people who strongly empathize with our purpose and values, who are dedicated to achieving them, and who strive to become and continue to be the type of people we desire.

  • [keyword]
  • ・ Passion (passion, perseverance) = red
  • Wisdom (expertise, knowledge and skills) = Blue
  • ・Creativity = Dancheong
  • ・Teamwork = Company

Human Resources Development Policy

Based on the idea that work develops people, we respect and support the desire of our employees to learn and grow. We base our human resource development on diverse work experiences and OJT, and support growth through visualization of skills and experience, placement and rotation, and OFF-JT education and training. We also support employees' autonomous career development.

  • ・Providing education and training to acquire basic and specialized knowledge and skills
    • Hierarchical education, job-specific education, technical education, OJT (on-the-job training)
  • ・Providing diverse and challenging work opportunities
    • Providing opportunities for diverse and challenging work experience through project assignments, placements and transfers
  • ・Providing opportunities for autonomous career development
    • Career interviews, career development training, career consulting, self-development (support for obtaining qualifications)
  • ・Providing job satisfaction and growth opportunities in a new relationship between the individual and the company
    • Developing a personnel system that supports diverse work style options

Cultivating a culture of DE&I (Diversity, Equity & Inclusion)

Diversity training

Human Rights Labor Practices

To help people learn about and deepen their understanding of diversity, we have been conducting training for all executives and employees since 2017, and from 2021 we have been conducting training for managers who play an important role in human resource development and management.
In addition to deepening understanding of diversity, participants will be able to learn and become aware of many things related to work and working styles, which will help foster a corporate culture that responds to diversity and accepts diverse working styles.

ダイバーシティコミュニケーション
Related information | Announcements

Promoting women's participation in the workplace

Labor Practices

In order to improve the employment environment so that women can play an active role, we have formulated and are implementing an action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace. We have set targets for the ratio of women in management positions, and are implementing career training programs, as well as promoting the acquisition of childcare leave, including for men.
In 2023, we received two stars (level 2) of the "Elboshi Certification" as a company with an excellent record of implementing initiatives to promote women's participation in the workforce.

"Website for visualizing the Act on Promotion of Women's Participation and Advancement in the Workplace" (Ministry of Health, Labor and Welfare)

えるぼし認定2つ星

General employer action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace

We will formulate the following action plan to create a workplace where both men and women can work long term and an environment where women can play active roles in management positions.

  1. Planning period (5th period)
    April 1, 2024 - March 31, 2027
  2. Goals, initiatives, and implementation period
    1. Numerical targets for "Providing opportunities for professional life"
      <Goal>
      Increase the percentage of female workers in managerial positions (section manager level and above) to 15% or more.
      <Details of the initiative and implementation period>
      ・Conduct interviews (surveys) with female managers and introduce them to employees (from June 2024)
      ・We will encourage managers to support and shape the career paths of role model employees. We will communicate the results to employees (from September 2024)
      ・Implement training and seminars for employees who are interested in becoming managers (from January 2025)
      ・Hold interviews regarding future career plans for female employees who are candidates for managerial positions and their superiors (from July 2025)
    2. Numerical targets for "balancing work and family life"
      <Goal>
      Increase the rate of male employees taking childcare leave to an average of 40% or more during the planned period.
      <Details of the initiative and implementation period>
      ・Regularly disseminate information about paternity leave (from April 2024)
      ・Interviews will be held for both male and female employees who wish to take childcare leave (from April 2024)
      ・Interview male employees who have taken childcare leave and disseminate information to employees (from August 2024)
      ・Seminars will be held for employees returning to work after childcare leave (from March 2025)

Promoting the active participation of employees with disabilities

Human Rights Labor Practices

In order to create a workplace environment that is easy for hearing-impaired employees to work in, we have introduced the corporate version of the communication support and conversation visualization app "UD Talk®," and we also use sign language interpreters. We are also working to foster an inclusive organizational culture by sharing and providing consultation on methods and procedures for ensuring information access on our in-house portal site, and holding in-house social events using sign language to facilitate smoother work-related communication between hearing-impaired employees and other departments.

UDトーク使用風景

Human Resource Development

Career development support

We plan and implement educational and training programs both inside and outside the company so that new employees, as well as young employees, mid-career employees, and managers, can acquire the skills required for each level and job type as "spatial creation professionals." We also support the career development of our employees by holding career interviews to encourage their growth as managers and professionals.
We also provide evaluator training for managers with the aim of understanding the capabilities of individual creators and providing appropriate career support.

Support for obtaining qualifications

We support each employee's independent learning and aim to develop highly specialized human resources. As part of this, we have established a qualification support system for first-class architects, first-class construction management engineers, and other qualifications that are legally required or deemed necessary for the job, and we support employees in obtaining qualifications by paying a portion of the expenses associated with obtaining them.

Eligible support recipients (as of 2024)

1st class architect, 2nd class architect, 1st class structural design architect, 1st class Equipment Layout architect, building facility engineer, 1st class construction management engineer, 1st class construction management engineer assistant, 2nd class Building Work management engineer, 2nd class Building Work management engineer assistant, supervising engineer, real estate agent, curator, 1st and 2nd class event management specialist, small and medium-sized enterprise consultant, managing architect, outdoor advertising specialist, construction accountant, electrical and electronics general technical supervision, specially managed industrial waste management manager, safety manager, 1st class sanitation manager, fire prevention manager, safe driving manager, manager to prevent unreasonable demands, waste management manager, etc.

Initiatives to improve creativity

Labor Practices

In order to strengthen our creative capabilities, we hold in-house seminars and "creative salons." In addition, we disseminate and share information for various research purposes, such as design knowledge, know-how, and materials, and we also invite top creators from outside the company to hold seminars and training sessions at our head office and in VR.

クリエイティブサロンのようす
Related information | Announcements

New employee training "Human Resource Development Project"

Labor Practices

We have been conducting our original practical training for new recruits, the "Human Resources Development Project," since 2005. This training consists of "Introductory Training" and "Business Handbook," which allow new recruits to get to know the company and learn the basic knowledge necessary for business operations, and "Product Creation," which allows new recruits to put manufacturing into practice.
The core program of this training, "Product Production," aims for new recruits to work in teams while experiencing various difficulties through actual manufacturing, gaining basic knowledge according to the characteristics of the job, and preparing for practical work after being assigned. Through consensus building and relationship building with stakeholders, and managing quality, costs, and delivery dates, new recruits experience difficulties similar to those encountered in the workplace, overcoming them as if they were their own problem, and seeing the product through to completion, thereby gaining their first experience of success. At the exhibitions that have been held since 2011, new recruits are able to showcase their learning and growth through products created together with leading designers and first-class craftsmen, while also conveying the company's attitude and commitment to developing its employees. (Photography: Owase Yosuke and others)

全職種の新入社員が取り組む

Designers participating in the Human Resource Development Project

Ryosaku Aoki and Masayuki Haruta (TENT), Keiji Ashizawa (Keiji Ashizawa Architectural Design), Kenji Ito, Yutaka Ito and Yoshimi Tsurugimochi (SOL style), Naoki Ono and Yuki Yamamoto (YOY), Yota Kakuda (YOTA KAKUDA DESIGN), Hiroshi Kajimoto (Kazimoto Design Office), Yuma Kano (NOU Inc.), Kentaro Kudo (STUDIO noem), Mikiya Kobayashi (MIKIYA KOBAYASHI INC.), Hiroto Yamamichi, Motoo Chiba, Himari Nishikawa and Shogo Hayama (Tsubame Architects Inc.) + Nanami Sato (Doken Inc.), Koichi Suzuno (TORAF Architectural Design), Mayuko Kakuta and Satoshi Hasegawa (minna), Naoki Terada (Interoffice), Tsutomu Nagaoka (POINT), Tetsutaro Nakabayashi (Tokyo Zokei University), Narukawa Hajime (AuthaGraph), Jun Hashimoto (Funio Design), Kunikazu Hamanishi (STUDIO COHAKU), Yusuke Hayashi and Yoko Anzai (DRILL DESIGN), Yasuji Fujimori (Fujimori Yasuji Atelier), Akira Mabuchi (AKIRA MABUCHI DESIGN), Hidefumi Yamaguchi and Yuko Oriyama (Caro Inc.), Makoto Yamaguchi (Makoto Yamaguchi Design), Keiichiro Yamada (KAICHI DESIGN), Sachiko Yuzawa (ASSOCCA STYLE), Ryota Amano, Makoto Inagaki, Yukiko Kachi, Tsuyoshi Kato, Taisuke Kamigauchi, Takeshi Kanda, Atsushi Suzuki, Yoshifumi Takeda, Kentaro Nagahara, and Atsuki Miyamoto (Tanseisha)

Flyer for the Human Resource Development Project Exhibition (Click on the image to open the PDF)

Related information | Social recognition and awards

External Initiatives

Participating in the "Art and Sign Language Project"

Human Rights Consumer Issues Community

Since 2011, we have been participating in the "Art and Sign Language Project," which aims to create an environment where various people can connect loosely and enjoy art appreciation with the keywords "art," "museum," "sign language," and "people who are deaf or hard of hearing." Since 2021, one of our employees has served as the representative, and has been planning and implementing appreciation tours and workshops with art museums and organizations across the country.

"Art and Sign Language Project" website

「冬のこらぼ・らぼ」⽔⼾芸術館現代美術センター(2020年1月)会場:水戸芸術館現代美術ギャラリー

Venue: Contemporary Art Gallery, Art Tower Mito

Venue: Museum of Together Exhibition (organized by Nippon Foundation) / Photo courtesy of NPO Able Art Japan / Photography by Haruko Miura

Venue: Museum of Together Exhibition (organized by Nippon Foundation) / Photo courtesy of NPO Able Art Japan / Photography by Haruko Miura

Venue and photos provided by Chigasaki City Museum of Art

Venue and photos provided by Chigasaki City Museum of Art

Cooperation and co-hosting of "Super Welfare School @ SHIBUYA"

Consumer Issues Community

Since 2021, we have been cooperating on the event ``Super Welfare School @ SHIBUYA,'' which broadcasts concrete actions and the latest examples related to education, lifelong learning, learning, working, etc. from all over the country offline and online from Shibuya, and in 2023 we co-hosted the event and spoke at a symposium.
"Super Welfare School @ SHIBUYA" is being held as one of the "After Super Welfare Exhibition" projects of the "Super Welfare Exhibition (official name: 2020, Shibuya. Let's Experience the Daily Life of Super Welfare Exhibition)" which has been held for one week in November every year since 2014 mainly at Shibuya Hikarie in an effort to remove "mental barriers" against minorities such as people with disabilities and welfare itself. Our company has been cooperating with the Super Welfare Exhibition since 2014, and co-hosted it with the NPO People Design Institute for five years from 2017 to 2021.

"Super Welfare Exhibition" (Organizer: NPO People Design Institute) Website

Past Initiatives

Participating in and supporting "Universal Camp in Hachijojima"

Community of Human Rights and Labor Practices

We have participated in and cooperated with the "Universal Camp in Hachijojima" organized by the NPO Universal Event Association since its inception in 2005. Based on the ideas of normalization and diversity, this event is an exchange event aimed at realizing "a society where everyone can live vibrantly together," and it brings together a wide variety of participants, regardless of age, disability, or nationality.

"Universal Camp in Hachijojima" (NPO Universal Event Association)

Diversity Programs

Diversity Programs

Universal sports experience

Universal sports experience

Post-camp training (reflection on the camp training)

Post-camp training (reflection on the camp training)

Social recognition and awards

Participation in "Universal Camp TOKYO" (2017-2021)

Human Rights Consumer Issues Community

Since 2017, we have participated in the "Universal Camp Tokyo" event held at Shinagawa Season Terrace (MINATO CITY), where our head office is located, as one of the companies that make up the executive committee. This event was held in collaboration with the local government and companies based in the Shibaura Konan area, and as part of social contribution activities in the area, we provided an opportunity for diverse people to gather, interact, and understand each other in the city center under the theme of "Realizing an understanding of diversity and a symbiotic society in the community."

Exchange program with special lecturers

Exchange program with special lecturers

Parasports experience

Parasports experience

Diversity Seminar

Diversity Seminar


For each category, the following tags are used to indicate the correspondence with the core subjects of ISO 26000.

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

Tanseisha Personnel Data

・Scope of calculation: TANSEISHA Co., Ltd.)
・Collection period for each fiscal year: February 1st of the current year to January 31st of the following year (excluding those with notes)

Diversity

Fiscal Year 2021 Fiscal Year 2022 2023 FY2024
Number of employees people 1,040 1,045 1,071 1,113
-Male people 781 782 794 803
-Woman people 259 263 277 310
-Female ratio 24.9 25.2 25.9 27.9
Number of managers (section managers and above) people 299 325 307 309
-male people 270 294 278 280
-woman people 29 31 29 29
-Ratio of female managers 9.7 9.5 9.4 9.4
Employment rate of people with disabilities (*) 2.21 2.18 1.95 2.30
Number of new graduates hired (potential hires) people 24 17 25 21
-male people 14 9 14 8
-woman people 10 8 11 13
-Female ratio 41.7 47.1 44.0 61.9
Number of experienced employees hired (career hires) people 19 23 42 47
-male people 12 14 25 30
-woman people 10 8 11 13
-Female ratio 36.8 39.1 40.5 36.1
Experienced hiring ratio 44.2 57.5 62.7 69.1
Average length of employment year 15.8 16.2 16.1 15.7
-male year 18.1 18.4 18.3 18.1
-woman year 9.0 9.6 9.6 9.7
Turnover rate 3.0 3.1 3.7 3.4
Average age age 43.1 43.5 43.5 43.3
-male age 45.3 45.8 45.7 45.6
-woman age 36.3 37/0 37.2 37.5
Average annual salary circle 7,579,741 8,028,112 8,107,647 8,475,950
Gender wage gap
All employees
73.9 75.7
- Regular employees 75.0 77.1
- Part-time/fixed-term workers 60.0 63.0

*As of June 1st of each year (Report on the Employment Status of People with Disabilities)

Occupational Safety and Health

Fiscal Year 2021 Fiscal Year 2022 2023 FY2024
Total working hours time 2,084 2,100 2,178 2,156
Average overtime hours time 16.7 18.7 23.2 22.1
Annual paid leave utilization rate (*1) 53.1 66.3 67.0 62.4
Number of people taking childcare leave people 22 28 22 21
-male people 6 10 9 14
-woman people 16 18 13 7
Childcare leave acquisition rate 56.4 60.0
-male 34.8 50.0
-woman 100 100 100 100
Return-to-work rate for women who have given birth 100 100 100 100
Number of people taking caregiving leave people 0 1 0 0
Number of accidents resulting in time off work (*2)

subject 6 5 2
Number of fatal accidents subject 0 0 0

(※1) January 1st to December 31st every year (※2) Number of cases reported to the Labor Standards Inspection Office (4 or more days of leave required)

Human Resource Development

Fiscal Year 2021 Fiscal Year 2022 2023 FY2024
Education and training expenses 1,000 yen 57,520 62,097 103,329 112,923

Engagement Survey

Fiscal Year 2021 Fiscal Year 2022 2023 FY2024
Engagement score (*) 51.0 49.6

*Engagement surveys are conducted every other year

Labor-management relations

Fiscal Year 2021 Fiscal Year 2022 2023 FY2024
Number of union members people 850 873
Percentage of union members among all employees (*) 79.4 74.6

*We have adopted a union shop system, and 100% of employees are covered by the labor agreement.