Site Search
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.
The Tanseisha Group's Sustainability Policy, formulated in accordance with Purpose, states, "The Tanseisha Group is committed to continuously enhancing its corporate value and contributing to the realization of a colorful and sustainable society by addressing environmental and social issues through its business of creating valuable spaces and working diligently to resolve them. The company also states that it will "contribute to the realization of a colorful and sustainable society. In addition, the Tanseisha Group Code of Conduct states "Respect for 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.
In formulating this policy, it was submitted to and approved by the Management Committee of Tanseisha and resolved at the Director meeting.
Established on February 1, 2025
President and Chief Executive Officer Osamu Kobayashi
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) Universal design (2) Safety design (3) Wellness design
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, a speech code developed by the Japan Association for Visually Impaired Information Service (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)
Nanzan University Museum of Anthropology
A museum where you can touch and enjoy all the exhibits
Learn more
Mt. Fuji World Heritage Centre, Shizuoka
Implementing Video composition using only images without narration or subtitles
Learn more
Fukuoka City Museum
A universal museum that is easy for everyone to use and understand
Learn more
Photography: Nacása & Partners Inc., Forward Stroke inc., ss kikaku, Kawakami Photo Studio, Daichi Misono, and others
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.
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.
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.
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.
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.
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."
Every year, we provide seven types of education through qualification training: special training for scaffolding assembly, special training for low-voltage electricity, training for scaffolding inspection personnel, training for foremen and safety supervisors, training for supervisors and safety supervisors, training to improve the skills of foremen and safety supervisors, and special training for full harnesses. In addition to approximately 450 production employees, we have established a system that enables technical partners and subcontractors to take these courses, providing a wide range of training opportunities to improve safety and quality.
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.
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."
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
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").
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.
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.
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.
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.
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.
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.
The Health Management Section was established as a department dedicated to health promotion, and along with education to raise awareness and response to events, it develops company-wide measures by sharing current data and information. We contribute to the maintenance of social health of the entire organization through early detection of mental and physical problems that can occur to anyone and careful follow-up according to the situation.
In addition to regular health checkups and stress checks based on the Occupational Health and Safety Law, we also offer physical examinations, women's health checkups to prevent diseases specific to women, influenza vaccinations, consultations with industrial physicians, and online counseling. In addition, the company holds "self-care training" for all employees and "line-care training" for managers, and promotes employee awareness by visualizing the use of leave in real time, thereby encouraging employees to take leave.
We have introduced Group Long-Term Disability Insurance (GLTD) and group medical insurance as a benefit program to protect the lives of employees and their families from unforeseen work-related disabilities, allowing them to focus on medical treatment with peace of mind and helping them return to work at an early date.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
Since 2005, we have been implementing our original practical new employee training program, "Hitozukuri Project. This training program consists of "introductory training" and "work guidance" to learn about the company and the basic knowledge necessary for business promotion, and "product creation" to practice manufacturing.
In the "Product Creation," which is the core program of this training, new employees work as a team and experience various difficulties through actual product creation. The objective is to gain basic knowledge appropriate to the characteristics of the work and prepare for practical work after assignment. In the exhibitions held since 2011, we have held a variety of events with front-line designers and first-class craftsmen. The exhibitions held since 2011 showcase the learning and growth of new employees through products created with leading designers and first-rate craftsmen, and convey our attitude and commitment to human resource development. (Photo by Yosuke Owashi and others)
Aoki Ryosaku and Haruta Masayuki (TENT), Ashizawa Keiji (Ashizawa Keiji Architectural Design), Ito Kenji, Ito Yu and KemmotsuYoshimi (SOL style), Ono Naoki and Yamamoto Yuki (YOY), Kakuda Yota (YOTA KAKUDA DESIGN), Kajimoto Hiroshi (Kazimoto Design Office), Kano Yuma (NOU Inc.), Kudo Kentaro (STUDIO noem), Kobayashi Mikiya (MIKIYA KOBAYASHI INC.), Yamamichi Takuto, Chiba Motoo, Nishikawa Himari and Hayama Shogo (Tsubame Architects Inc.) + Sato Nanami (Doken Inc.), Suzuno Koichi (TORAFU Architects), Tsunoda Mayuko and Hasegawa Satoshi (minna), Terada Naoki (Interoffice), Nagaoka Tsutomu (POINT), Nakabayashi Tetsutaro (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)
人づくりプロジェクト展2023PDF
人づくりプロジェクト展2022PDF
人づくりプロジェクト展2020PDF
人づくりプロジェクト展2019PDF
人づくりプロジェクト展2018PDF
人づくりプロジェクト展2017PDF
人づくりプロジェクト展2016PDF
人づくりプロジェクト展2015PDF
人づくりプロジェクト展2014PDF
人づくりプロジェクト展2013PDF
人づくりプロジェクト展2012PDF
人づくりプロジェクト展2011PDF
Since 2011, we have been participating in the "Art and Sign Language Project," which aims to create an environment where people from all walks of life can enjoy and appreciate art in a rich and enjoyable way by loosely linking art, museums, sign language, and the deaf and hard-of-hearing with the keywords "art," "museums," and "people who are deaf or hard-of-hearing. Since 2021, a company employee has served as a representative of the project, planning and implementing art appreciation tours and workshops with museums and organizations nationwide.
"Art and Sign Language Project" website
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 and photos provided by Chigasaki City Museum of Art
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
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
Universal sports experience
Post-camp training (reflection on the camp training)
"2nd JACE Event Awards" (Japan Event Industry Promotion Association)
"6th Corporate Philanthropy Award" (Japan Philanthropy Association)
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
Parasports experience
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 |
・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)
Fiscal Year 2021 | Fiscal Year 2022 | Fiscal Year 2023 | FY2024 | ||
---|---|---|---|---|---|
Number of employees | People | 1,040 | 1,045 | 1,071 | 1,113 |
-Male | People | 781 | 782 | 794 | 803 |
-Female | 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 |
-Female | 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 |
-Female | 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 |
-Female | 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 |
-Female | 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 |
-Female | Age | 36.3 | 37/0 | 37.2 | 37.5 |
Average annual salary | Yen | 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)
Fiscal Year 2021 | Fiscal Year 2022 | Fiscal Year 2023 | FY2024 | ||
---|---|---|---|---|---|
Total working hours | Hour | 2,084 | 2,100 | 2,178 | 2,156 |
Average overtime hours | Hour | 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 |
-Female | People | 16 | 18 | 13 | 7 |
Childcare leave acquisition rate | % | - | - | 56.4 | 60.0 |
-Male | % | - | - | 34.8 | 50.0 |
-Female | % | 100 | 100 | 100 | 100 |
Return-to-work rate of childbearing mothers | % | 100 | 100 | 100 | 100 |
Number of people taking caregiving leave | People | 0 | 1 | 0 | 0 |
Number of accidents resulting in time off work (*2) | Case | - | 6 | 5 | 2 |
Number of fatal accidents | Case | - | 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)
Fiscal Year 2021 | Fiscal Year 2022 | Fiscal Year 2023 | FY2024 | ||
---|---|---|---|---|---|
Education and training expenses | Thousand Yen | 57,520 | 62,097 | 103,329 | 112,923 |
Fiscal Year 2021 | Fiscal Year 2022 | Fiscal Year 2023 | FY2024 | ||
---|---|---|---|---|---|
Engagement score (*) | - | 51.0 | - | 49.6 |
*Engagement surveys are conducted every other year
Fiscal Year 2021 | Fiscal Year 2022 | Fiscal Year 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.