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DE&I
DE&I Policy
Tanseisha Group DE&I Policy
Under the purpose of "Envisioning the future from space, and adding color to people and society," the Tanseisha Group continues to challenge itself to create spaces that move people's hearts.
In an increasingly diverse society, in order to create spaces and experiences that exceed people's expectations, it is essential that we ourselves possess multifaceted perspectives and sensibilities, and that we are an organization that respects one another.
We consider promoting "DE&I (Diversity, Equity, and Inclusion)," which enables all individuals with diverse personalities to maximize their potential in a psychologically safe environment, as one of our key management challenges for sustainable corporate value enhancement.
1. The DE&I approach within the Tanseisha Group
We understand DE&I as follows, and we aim to achieve it.
Diversity is
We respect diverse characteristics and differences, including gender, age, nationality, disability status, gender identity, sexual orientation, values, and life stage. We recognize that the new ideas and creativity born from the seamless combination of diverse personalities are the source of value creation.
Equity is
We believe that by understanding each individual's unique circumstances and barriers, and providing reasonable accommodations and flexible work arrangements tailored to each person's needs, we can create a situation where everyone has equal access to opportunities and resources to take on challenges.
Inclusion is a concept of inclusion.
Through constructive dialogue, we aim to create a psychologically safe workplace environment where each employee can work authentically and with peace of mind, thereby building an organization where every individual can thrive.
2. Action Guidelines for Promoting DE&I
We will act in accordance with the following guidelines:
- Pursuing a equitable environment through dialogue and innovation
We listen to each employee's voice through dialogue and strive for continuous improvement of the work environment, including improvements to various systems. At the same time, we pursue an environment where diverse talents can thrive by promoting innovation in work styles through the use of technology and the redesign of job roles. - Contributing to an inclusive society through our business.
In creating the spaces we provide, we actively incorporate diverse perspectives from various end-users from the initial stages, pursuing and delivering universal and inclusive spaces and experiences to society. - Collaboration and co-creation with stakeholders
We actively collaborate with business partners, specialized organizations, various groups, and local communities to contribute to the promotion of DE&I (Developmental Innovation and Integration) across society as a whole.
Established October 1, 2026
President and Chief Executive Officer Osamu Kobayashi
Promotion of DE&I activities
We are promoting company-wide diversity, equity & inclusion (DE&I) and driving activities centered around the "DE&I Committee" to build an inclusive corporate culture where diverse talents can maximize their potential. In addition to promoting flexible working styles that accommodate the diverse life stages of employees, such as childcare and elder care, we are also promoting the recruitment, development, and promotion of diverse talent, including minorities.
Implementation of "DE&I Training"
Given that our company employs individuals who are considered social minorities, such as people with disabilities and those of different nationalities, we have been conducting training for all executives and employees since 2017 to learn about and deepen our understanding of diversity, equity, and inclusion. In addition, since 2021, we have been conducting training for managers who play a crucial role in talent development and management.
By gaining valuable insights and learning about work and working styles from individuals with diverse characteristics (such as people with physical disabilities, registered foreigners, and LGBTQ+ individuals), we aim to foster a corporate culture that embraces diversity and accepts various working styles.
Related Information | Our Website "Announcements"
Promoting women's participation in the workplace
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.
- Planning period (5th period)
April 1, 2024 - March 31, 2027 - Goals, initiatives, and implementation period
- 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) - 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)
- Numerical targets for "Providing opportunities for professional life"
Promoting the active participation of employees with disabilities
When hiring people with disabilities, we assign them to work positions that take into consideration the characteristics of their disabilities, and we also provide interviews and consultations with disability vocational counselors as needed to help them settle into the workplace.
Furthermore, to create a workplace environment that is comfortable for hearing-impaired employees, we have introduced the communication support and conversation visualization app "UD Talk®" (corporate plan) and are utilizing the dispatch of sign language interpreters, etc. 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 internal portal site, and holding internal social events using sign language to facilitate smoother work-related communication between hearing-impaired employees and other departments.
Initiatives to promote the active participation of seniors
In order to promote the active participation of senior personnel, we are rehiring indefinite-term employees who wish to continue working after retirement age in order to expand employment opportunities. The assignment and duties of rehired employees are determined taking into consideration the employee's affiliation at the time of retirement age, work experience, qualifications held, health condition, personal preferences and aptitude. We also provide benefits that make use of their expertise, career interviews and career training for senior personnel, and systems that allow for the selection of diverse work styles.
External Initiatives
Participating 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 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
Cooperation and co-hosting of "Super Welfare School @ SHIBUYA"
Aiming to make Shibuya a part of everyday life that embraces "super welfare," we have been collaborating since 2021 with "Super Welfare School @ SHIBUYA," an event that broadcasts concrete actions and the latest case studies related to education, lifelong learning, learning, and work from across Japan, both offline and online, from Shibuya to the entire country. In 2024, we participated in a wide range of activities, including co-sponsoring the event, providing exhibits and experiential content, and having our employees speak at symposiums. (Total number of participants in 2025: 5,078)
"Super Welfare School @ SHIBUYA" is being held as part of the "after Super Welfare Exhibition" project, which has been held annually for one week in November since 2014, mainly at Shibuya Hikarie, with the aim of removing "mental barriers" towards minorities, including people with disabilities, and towards welfare itself. Our company has been cooperating with the Super Welfare Exhibition since 2014, and co-sponsored it with the NPO People Design Institute for five years from 2017 to 2021.
"Super Welfare School" (Organizer: NPO People Design Institute) Website
Related Information | Our Website "Announcements"
Guidance on creating promotional Video for disabled football by junior high school students.
As part of our efforts to give back to the community using Video Production and digital expression expertise we have cultivated, we dispatched two of our employees as instructors to local junior high school students who were producing a promotional Video for the "Minato MINATO CITY Para Football Legacy Match" held on March 14, 2026 (organized by P-Wash, ASICS Sports Facilities, and Tokyu Community Joint Venture, managed by the Japan Para Football Federation (JIFF)). Video produced by the junior high school students was actually broadcast on digital signage at Shinagawa Station and received high praise from the Japan Para Football Association. Furthermore, we have had a partnership agreement with the Japan Para Football Federation since 2024.
Related Information | Our Website "Announcements"
Participation in the "Discovering My Ideal Job" tour for children with disabilities.
Our company is participating in the "Discover My Ideal Job Tour" organized by the Kids Bouquet Project, a general incorporated association (in 2025, we became the first company other than a special subsidiary to participate). This initiative aims to broaden the future options for children with disabilities and support them in finding a job that suits them. On the day of the event, we provided a non-contact digital game "AIR Air Hockey" developed by our Cross Media Innovation Headquarters, a diversity content called "YU-MO" that allows participants to experience the daily life of a person with hearing impairment, and a new next-generation career experience program incorporating AI, which the participating children enjoyed.
Related Information | "TANSEINOTE" on our website
Participating in and supporting "Universal Camp in Hachijojima"
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)