TOKAI Group◆ Main businesses: LP gas, Aqua (bottled water delivery), Housing, and other sales
Information and communications services
CATV business, Gas supply business◆ No. regular employees: 3,888 (of whom 682 are women)◆ Percentage of women in management positions: 0.14%“Hiring”: analysis of challenges and initiatives
・Increase the ratio of women hired to 30% of employees starting in April 2017.
・Actively feature female employees on the company’s career webpage and in various employment-related
magazines. (from FY2016)
・Introduce a “re-employment program” for those who temporarily stopped working to care for children, theelderly, or the sick, or due to a spouse’s job transfer, etc. (from FY2016)“Employee retention” and “workplace environment”:
analysis of challenges and initiatives
・Conduct an awareness survey for all executives and employees each year to analyze challenges in promoting
the advancement of women in the workplace. (from FY2016)
・Have members of the Women’s Advancement Project conduct interviews with at least 10% of all female
employees each year to discuss challenges and suggestions. (from FY2012)・Ensure the paternity leave system is recognized, and have at least six male employees take paternity leave eachyear. (from FY2016)

“Long working hours”: analysis of challenges and initiatives

・Reduce management overtime hours by 5% each year. (from FY2016)
・Aim to have employees use at least 50% of their paid leave each year, and cultivate a work environment that iseasy to work in. (from FY2016)
・Improve efficiency by requiring that meetings not be held after 17:00. (from FY2016)“Job placements, mentoring, education and training” and “evaluations andpromotions”: analysis of challenges and initiatives

・Conduct management mentoring and training targeted at female employees. (since FY2012)
・Hold discussions between female employees who are currently caring for children, and female employees whoare preparing for childbirth and childcare. (from FY2016)
・Have at least seven female department managers group-wide. (by the end of FY2018)

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TOKAI Holdings Corporation◆ Main businesses: Management and related operations of subsidiaries involved in businesses
such as energy, information and communications businesses◆ No. regular employees: 79 (of whom 17 are women)◆ Percentage of women in management positions : 0%

“Hiring”: analysis of challenges and initiatives
・Increase the ratio of women hired to 30% of employees starting in April 2017.
・Actively feature female employees on the company website and in various employment-related magazines.
(from FY2016)
・Introduce a “re-employment program” for those who stopped work to care for children, the elderly, or the sick,or due to a spouse’s job transfer, etc. (from FY2016)“Employee retention” and “workplace environment”:
analysis of challenges and initiatives
・ Conduct an awareness survey for all executives and employees each year to analyze challenges in promoting
the advancement of women in the workplace. (from FY2016)
・ Have members of the Women’s Advancement Project conduct interviews with at least 10% of all female
employees each year to discuss challenges and suggestions. (since FY2012)
・ Ensure the paternity leave system is recognized, and have at least one male employee take paternity leave
each year. (from FY2016)

“Long working hours”: analysis of challenges and initiatives

・Reduce management overtime hours by 5% each year. (from FY2016)
・Aim to have at least 50% of holiday leave used each year, and improve the workplace atmosphere as a greatplace to work. (from FY2016)
・Improve efficiency by making it a rule that meetings not be held after 17:00. (from FY2016)“Job placements, mentoring, education and training” and “evaluationsand promotions”: analysis of challenges and initiatives

・Conduct management mentoring and training targeted at female employees. (since FY2012)
・Hold discussions between female employees who are currently raising children and female employees who arepreparing for childbirth and childcare. (from FY2016)
・Have at least one female department manager group-wide. (by the end of FY2018)

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TOKAI Corporation [Energy Business]◆ Main businesses: LP gas, Aqua (bottled water delivery), housing and household equipment sales◆ No. regular employees: 1,510 (of whom 283 are women)◆ Percentage of women in management positions : 0％

“Hiring”: analysis of challenges and initiatives
・Increase the ratio of women hired to at least 30% of employees starting in April 2017.
・Actively feature female employees on the company’s career webpage and in various employment‐related
magazines. (from FY2016)
・Introduce a “re‐employment program” for those who temporarily stopped working to care for children, theelderly, or the sick, or due to a spouse’s job transfer, etc. (from FY2016)“Employee retention” and “workplace environment”:
analysis of challenges and initiatives
・Conduct an awareness survey for all executives and employees each year to analyze challenges in promoting
the advancement of women in the workplace. (from FY2016)
・Have members of the Women’s Advancement Project conduct interviews with at least 10% of all female
employees each year to discuss challenges and suggestions. (from FY2012)
・Ensure the paternity leave system is recognized, and have at least one male employee take paternity leave eachyear. (from FY2016)

“Long working hours”: analysis of challenges and initiatives
・Keep the average monthly overtime of all regular employees (excluding managers) within 11 hours.
(by the end of FY2018)
・Reduce management overtime hours worked by 5% from the previous year. (from FY2016)
・Aim to have employees use at least 50% of their paid leave each year, and cultivate a work environment that iseasy to work in. (from FY2016)
・Improve efficiency by requiring that meetings not be held after 17:00. (from FY2016)“Job placements, mentoring, education and training” and “evaluations
and promotions”: analysis of challenges and initiatives

・Conduct management mentoring and training targeted at female employees. (since FY2012)
・Hold discussions between female employees who are currently caring for children, and female employees whoare preparing for childbirth and childcare. (from FY2016)
・Have at least one female division manager. (by the end of March 2018)

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TOKAI Communications Corporation [Information and Communications Business]◆ Main businesses: Communications services, information services◆ No. regular employees: 1,138 (of whom 152 are women)◆ Percentage of women in management positions : 0.5％

“Hiring”: analysis of challenges and initiatives
・Increase the ratio of women hired to at least 30% of employees starting in April 2017.
・Actively feature female employees on the company’s career webpage and in various employment‐related
magazines. (from FY2016)
・Introduce a “re‐employment program” for those who temporarily stopped working to care for children, theelderly, or the sick, or due to a spouse’s job transfer, etc. (from FY2016)“Employee retention” and “workplace environment”:
analysis of challenges and initiatives
・Conduct an awareness survey for all executives and employees each year to analyze challenges in promoting
the advancement of women in the workplace. (from FY2016)
・Have members of the Women’s Advancement Project conduct interviews with at least 10% of all female
employees each year to discuss challenges and suggestions. (from FY2012)
・Ensure the paternity leave system is recognized, and have at least one male employee take paternity leave eachyear. (from FY2016)

“Long working hours”: analysis of challenges and initiatives
・Keep the average monthly overtime of all regular employees (excluding managers) within 16 hours.
(by the end of FY2018)
・Reduce management overtime hours worked by 5% from the previous year. (from FY2016)
・Aim to have employees use at least 50% of their paid leave each year, and cultivate a work environment that iseasy to work in. (from FY2016)
・Improve efficiency by requiring that meetings not be held after 17:00. (from FY2016)“Job placements, mentoring, education and training” and “evaluations
and promotions”: analysis of challenges and initiatives

・Conduct management mentoring and training targeted at female employees. (since FY2012)
・Hold discussions between female employees who are currently caring for children, and female employees whoare preparing for childbirth and childcare. (from FY2016)
・Have at least two female division managers. (by the end of March 2018)
・Have at least one female employee in departments where there were previously no women.
(by the end of FY2018)

1

TOKAI Gas Corporation [Energy Business]◆ Main business: Gas supply business◆ No. regular employees: 161 (of whom 31 are women)◆ Percentage of women in management positions : 0％

“Hiring”: analysis of challenges and initiatives
・Increase the ratio of women hired to at least 30% of employees starting in April 2017.
・Actively feature female employees on the company’s career webpage and in various employment‐related
magazines. (from FY2016)・Introduce a “re‐employment program” for those who temporarily stopped working to care for children, theelderly, or the sick, or due to a spouse’s job transfer, etc. (from FY2016)“Employee retention” and “workplace environment”:
analysis of challenges and initiatives
・Conduct an awareness survey for all executives and employees each year to analyze challenges in promoting
the advancement of women in the workplace. (from FY2016)
・Have members of the Women’s Advancement Project conduct interviews with at least 10% of all female
employees each year to discuss challenges and suggestions. (from FY2012)
・Ensure the paternity leave system is recognized, and have at least one male employee take paternity leave eachyear. (from FY2016)
・Proactively involve women in internal meetings and committees. (from FY2016)

“Long working hours”: analysis of challenges and initiatives
・Have at least two “no overtime days” each month in every department, and endeavor to spread out work more
evenly (from FY2016)
・Reduce management overtime hours worked by 5% from the previous year. (from FY2016)
・Aim to have employees use at least 50% of their paid leave each year, and cultivate a work environment that iseasy to work in. (from FY2016)
・Improve efficiency by requiring that meetings not be held after 17:00. (from FY2016)“Job placements, mentoring, education and training” and “evaluations
and promotions”: analysis of challenges and initiatives

・Conduct management mentoring and training targeted at female employees. (since FY2012)
・Hold discussions between female employees who are currently caring for children, and female employees whoare preparing for childbirth and childcare. (from FY2016)
・Have at least one female division manager. (by the end of March 2018)
・Have at least one female employee in a sales or administrative career‐track position.
(by the end of FY2018)

1

TOKAI Cable Network Corporation [CATV Business]◆ Main business: CATV business◆ No. regular employees: 214 (of whom 19 are women)◆ Percentage of women in management positions : 0％

“Hiring”: analysis of challenges and initiatives
・Increase the ratio of women hired to at least 30% of employees starting in April 2017.
・Actively feature female employees on the company’s career webpage and in various employment‐related
magazines. (from FY2016)
・Introduce a “re‐employment program” for those who temporarily stopped working to care for children, theelderly, or the sick, or due to a spouse’s job transfer, etc. (from FY2016)“Employee retention” and “workplace environment”:
analysis of challenges and initiatives
・Conduct an awareness survey for all executives and employees each year to analyze challenges in promoting
the advancement of women in the workplace. (from FY2016)
・Have members of the Women’s Advancement Project conduct interviews with at least 10% of all female
employees each year to discuss challenges and suggestions. (from FY2012)
・Ensure the paternity leave system is recognized, and have at least one male employee take paternity leave eachyear. (from FY2016)

“Long working hours”: analysis of challenges and initiatives

・Reduce management overtime hours worked by 5% from the previous year. (from FY2016)
・Aim to have employees use at least 50% of their paid leave each year, and cultivate a work environment that iseasy to work in. (from FY2016)
・Improve efficiency by having meetings finish by the official end of the work day. (from FY2016)“Job placements, mentoring, education and training” and “evaluations
and promotions”: analysis of challenges and initiatives

・Conduct management mentoring and training targeted at female employees. (since FY2012)
・Hold discussions between female employees who are currently caring for children, and female employees whoare preparing for childbirth and childcare. (from FY2016)
・Have at least one female division manager. (by the end of March 2018)

1

[TOKAI Management Service Corporation / Back Office Department of the Group]◆ Main businesses: Accounting, payroll and labor & welfare, operations, HR & training, leasing &vehicle management services, and all other related services◆ No. regular employees: 65 (of whom 22 are women)◆ Percentage of women in management positions : 0％

“Hiring”: analysis of challenges and initiatives
・Increase the ratio of women hired to at least 30% of employees starting in April 2017.
・Actively feature female employees on the company’s career webpage and in various employment‐related
magazines. (from FY2016)
・Introduce a “re‐employment program” for those who temporarily stopped working to care for children, theelderly, or the sick, or due to a spouse’s job transfer, etc. (from FY2016)“Employee retention” and “workplace environment”:
analysis of challenges and initiatives
・Conduct an awareness survey for all executives and employees each year to analyze challenges in promoting
the advancement of women in the workplace. (from FY2016)
・Have members of the Women’s Advancement Project conduct interviews with at least 10% of all female
employees each year to discuss challenges and suggestions. (from FY2012)
・Ensure the paternity leave system is recognized, and have at least one male employee take paternity leave eachyear. (from FY2016)
・Hold a discussion every three months to discuss flexible working arrangements. (from FY2016)

“Long working hours”: analysis of challenges and initiatives
・Reduce management overtime hours worked by 5% from the previous year. (from FY2016)
・Aim to have employees use at least 50% of their paid leave each year, and cultivate a work environment that iseasy to work in. (from FY2016)
・Improve efficiency by requiring that meetings not be held after 17:00, and last no longer than 60 minutes.
(from FY2016)
・Expand flexible working arrangements and reduce monthly working hours to increase awareness of theimportance of work‐life balance. (from FY2016)“Job placements, mentoring, education and training” and “evaluations
and promotions”: analysis of challenges and initiatives
・Conduct management mentoring and training targeted at female employees. (since FY2012)
・Hold discussions between female employees who are currently caring for children, and female employees whoare preparing for childbirth and childcare. (from FY2016)
・Have at least one female division manager. (by the end of March 2018)
・Have all employees participate in training (whether internal or external training) at least once a year. (fromFY2016)1