Diversity and Inclusion (Respecting Human Rights)
Basic Policy / Diversity Policy
Customers' needs are diversifying every day. In response to these trends, our products and services must change and diversify flexibly in order for us to grow.
That means we must gain a competitive edge by respecting diverse qualities and embracing diverse skills, regardless of differences in gender, gender identity, education, age, work experience, family structure, employment type, place of birth, nationality, etc. In order to grow further, the Fujita Kanko Group considers diversity as one of its major corporate strategies and is steadily promoting it.
- Adapting to a diverse range of customers
Promoting universal design
We are committed to implementing universal design in our accommodations and facilities in order to make our guests' stays more comfortable.
In addition to providing universal rooms and rental equipment, we post information on our website on measures we have taken to accommodate guests with disabilities.
We also practice fire drills in case there are guests who are in wheelchairs.
Under the principles of Normalization—to normalize a society in which the elderly and people with disabilities can be accepted as they are, and can coexist normally without being treated separately from healthy people—since 2010, we have conducted training that includes expert lectures, sign language classes, service dog training, and disability simulations.
In 2013, we published a "Normalization Handbook" explaining approaches to customers who require extra attention, and we use it when training at our properties and when training new employees.
Since 2016, we have sent group applications for the Japan Universal Manners Tests and have trained employees who can remove the "barriers around the heart" and take proper care of guests.
As a result, we have been certified and registered as a "Barrier-Free Minds" Support Company by the Tokyo Metropolitan Government, and our activities otherwise recognized.
We will continue to educate our employees on the "barrier-free minds" and build facilities adapted for the elderly, people with disabilities, people with infants, and other guests so that they can all enjoy our services.
- Promoting employee diversity
Promoting women's participation
Taking advantage of women's unique perspective leads to good service, but so does allowing women to work actively.
We have formed and published a general business action plan as follows based on the Act on Promotion of Women's Participation:
Goal 1: Maintain the percentage of women who hold management positions at 17% or higher.
Goal 2: Train women in general and department management positions.
Goal 3: Retain at least 60% of female employees who will have worked in the company for 6 to 8 years by 2024 (those who joined the company in 2017 to 2019)
[Action plan period] From April 1, 2020 to March 31, 2024
Embracing a diverse workforce
We are expanding the range of areas in which employees can make use of their individuality and characteristics.
・ To ensure peace of mind for wheelchair users, we inspect facilities from their perspective.
・ Our sign language club plans and moderates training programs and serves as instructors.
Formulating LGBT Ally Book
We have published an LGBT Ally Book in order to properly educate our employees about sexual diversity. In 2019, we earned a Silver from the Pride Index, which evaluates initiatives toward inclusion of sexual minorities such as LGBTQ in the work environment.
- Creating a transparent workplace
Activities promoted by our establishments
All of our establishments are working toward solving sustainability issues from the bottom up. Each establishment's initiatives are reported to the SDGs Committee, and the president recognizes good efforts once a year.
Initiatives for next-generation laws
In order to allow male and female employees to advance their careers while taking responsibility of their households, we have formed and published the following general business action plan as follows:
[Action planning period] From April 1, 2020 to March 31, 2024
Goal 1: Make the rates of employees who take childcare leave at least the following levels:
・ Rate for female employees: 80% or more
・ Rate for male employees: 80% or more
Goal 2: Strengthen mechanisms to enable long careers [Build a communication-oriented environment]
Goal 3: Conduct workplace tours for employees' children
Work-life balance support system
To ensure that employees are able to advance their careers in harmony with matters such as childcare and nursing care, our labor and management consider various work-life balance support systems.