“Excellent Company for the Childcare Support Fiscal 2021” “Excellence Award”
Effective February 7, 2022, Tokai Tokyo Securities received an “Excellence” award for the support given to child rearing employees from Nagoya city.

We aim to be a company where
employees welcome challenges and
continue to accept them.
Representative Director
Ichiro Goda
When we mention the word “diversity,” we know it concerns variously grouped parties we must direct our actions to; females, disabled, and elderly people. We recognize that we now embrace growing diversity components while running daily operations. To execute our management strategy, I think it essential to add to the depth of human resources possessing diverse viewpoints, thoughts, experiences, career backgrounds, and national origins. The employees we hired following the said idea have already started making positive changes to the Company in many areas of operation.
We introduced a job-based personnel administration system to compensate employees for fulfilling their respective pre-defined assignments. Jobs may be assigned to any employee regardless of the duration of service at the Company, schools they graduated from, or who the previous employers are. Employees qualify for any job so long as they can get that done.
Under the group’s past system, an accumulated service duration was the most critical factor determining employees’ promotions and pay raises. So, employees who had to take temporary leave for child care suffered a disadvantage. The new system does not affect them regarding the treatment they receive when they resume the jobs they were engaged in before. We introduced the practice that encourages employees in varying personal situations can work vividly.
I think the essence of the word “diversity” can be rephrased by the idea, “get rid of an obsession with the past.” I am proud to say that the Company has set a level field where employees can shine regardless of their work-related backgrounds and past experiences they have come through.
I will drive the “Diversity” initiative to increase our corporate value by directing the group to induce employees to challenge our goals steadfastly.
We, the group, stipulate in our Ethical Code of Conduct to respect human rights and designate the promotion of diversity and equal opportunity as a crucial managerial strategy to respond to the changes in society. We shall esteem guidelines and rules such as the Universal Declaration of Human Rights, OECD Guidelines for Multinational Enterprises, ILO International Labor Standards, and United Nations Guiding Principles on Business and Human rights. We shall not tolerate discrimination or harassment based on race, religion, gender, age, sexual orientation, disability, or national origin.
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We have made the “Discipline Culture Helpline” available for our employees. The idea is to breed a corporate atmosphere that encourages the employees to embrace high esteem for ethical views, manners, and discipline. We design a helpline to administer suitable solutions by monitoring and collecting the information about the act that deviates from any discipline, such as discrimination or harassment.
We conduct the seminar for the group’s managers to prevent harassment at workplaces.
Tokai Tokyo Financial Holdings, Inc.
President and Representative Director
Ichiro Goda
*The words bearing asterisks are part of the catchphrase based on the management principle of the group
Ichiro Goda, President and Representative Director, endorsed the above declaration.
All the employees, officers, and directors at various ranks and duties refer to the Diversity Bible (An electronic edition). The bible is intended for all to acquire common knowledge about support, know-how, and ideas to understand the “Diversity” issue better. The bible posts a clear message of the president, emphasizing that Diversity Promotion is one of the most pressing agendas on management strategy.
The binder increases its content by covering one specific subject after another, such as “reconciliation of work with childcare and nursing Care” and “childcare participation by male”.
We, the group, deem the Diversity Promotion a part of the management strategy and set the following numeric targets with a view to arranging an environment in which every employee works can work actively and pleasantly.
Monitoring Period: April 1, 2022, through March 31, 2024
We fit out the group’s working system in which employees can work lively while they reconcile work with childcare.
We make the program available for a female employee who has taken before and after childbirth or childcare leave to return to work without hustle.
Interviews are conducted between an employee who is about to take childcare leave and the person the employee reports to, addressing work-childcare balance issues covering the phases progressively, namely, pregnancy, childbirth, and child-rearing. The interviewer and employee will refer to the Smart Return Book as guidance.
We provide returning employees with training to get mentally prepared to achieve work and childcare balance and career development thereafter.
We installed “wiwiw,” an online application to assist employees with job competence level-up efforts at home during the leave for the employees' smooth transition to work.
Discussion opportunities are made available for employees returning from child care leave with their bosses. Discussions to address how returnees will develop career paths while fulfilling work and childcare by referring to the book.
Employees helping families in need of nursing care can take leave for 186 days in the aggregate and installments up to 5 times.
Employees can take short working days as many times as necessary for nursing care of the family.
Employees can take leave in half-day increments to look after the family needing nursing care. (Up to 5 days in total per year for one family member who receives nursing care, and ten days in total per year for the two family members)
Through the seminar, we thoroughly remind employees of the basic information like the company program to get mentally prepared for fulfilling both work and nursing care and learn from those who have come through the said experiences.
We participated in the program in 2014 to prevent employees from leaving the Company for caregiving duties. We publicized broadly to employees our determination to support work and family care balance by taking measures such as a company-wide survey conducted as part of the program.
Employees can take leaves in increments of half-day in addition to full-day, within the annual quota of leaves, which makes it easy for employees to accompany their family for a hospital visit, attend school events, and do other chores.
We make the re-hiring program available for the ex-employees who had to quit the work for family reasons such as childcare or nursing care.
We assist employees with their skill improvement efforts, encouraging them to challenge various fields of work.
We conduct the training to help managers realize the significance of diversity promotion and improve their management skills.
We conduct the training to encourage employees to hone their expertise and autonomously form career paths.
We elevated the role model-led initiative, “Empowerment of Women” to “Empowerment of All Employees” in 2019. The former initiative started in 2015, intending to promote women’s participation in the workplace. The latter initiative now introduces the broader scope of role models like female managers, working mothers, child-rearing male employees, and others whom employees can learn from. The idea is to offer employees opportunities to think about their future career directions.
Male employees | Female employees | The ratio of female employees | |
---|---|---|---|
The number of new graduates to be hired(fiscal year 2023) | 122 people | 52 people | 29.9% |
We are committed to giving disabled employees more opportunities to shine at their workplaces. We are focusing on expanding their work category, the geographic location where they can work, and the new graduate with challenges. (As of April 2023, the rate of hiring disabled employees: 2.22%)
The fiscal Year | 2021 | 2022 |
---|---|---|
Rate | 6.5% | 6.9% |
*As of April 2023
In addition to the preceding, we implement other measures widely.
We aimed to offer them opportunities to learn from the role models at Tokai Tokyo how they are dealing with work and life balance.
We sent our role models to those classes, and in the said classes, the role models participated in panel discussions.
In endorsing the initiative, we organized a tour and invited young female participants to Tokai Tokyo Securities offices. The idea of the tour was to raise our awareness of important tasks to set the working environment better for female employees, as well as to communicate the strength of Aichi industries and the significance of work to young females. During the tour, we organized a round-table discussion with our female employees for the participants, hoping to help them deepen their understanding of what it is all about to work as a woman.
For further fulfillment of working life to be achieved by senior employees, we conduct second career guidance to assist their forward-looking career planning and their understanding about how to balance their burdens of daily work and family care.
We offer several options that senior employees of 60-year of age and older can choose from to keep working beyond retirement age until they get to the age of 70.
We won the following honors as tokens of our endeavors stated above.
Effective February 7, 2022, Tokai Tokyo Securities received an “Excellence” award for the support given to child rearing employees from Nagoya city.
Effective July 24, 2017, Tokai Tokyo Financial Holdings won Two-Star L-Boshi company recognition as per the Act on Promotion of Women’s Participation and Advancement in the Workplace.
We were selected and commended as one of the above-stated corporations by the METI effective March 23, 2017.
Effective September 30, 2015, Tokai Tokyo Securities was recognized as an Aichi company where women sparkle. Further, effective December 21, 2016, it was recognized as the first company that won the Excellent award under the said award program.
Effective January 27, 2016, Tokai Tokyo Financial Holdings won Excellence recognition in the above award from the Government.
Effective January 28, 2015, Tokai Tokyo Securities won Excellent company recognition under the above certification program administered by Nagoya city.