Initiatives

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.

Promoting Normalization

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:Aim for women to fill 25% of management positions (by April 1st, 2028)

Goal 2:Aim for women to fill 20% of management positions at general or department manager level (by April 1st, 2028)

[Action plan period] From April 1, 2024 to March 31, 2028

Implementing skill development training

Hours of skill development training for employees

2023:8,010.5 total hours for 1,342 people
(average of 5.96 hours per person)
*Calculations based on total group employees at the end of 2023

Diverse hiring

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.

・ Percent of total group employees with disabilities 33.5 (1.92％) of 1,742 employees as of June 1, 2024

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.

Labor standards and practices

Human Rights Policies

The Fujita Kanko Group's corporate philosophy is "Our goal is to contribute to the well-being of society by providing hospitable services and places where people can relax, refresh and revitalize." Based on this philosophy, we have established Human Rights Policies in order to continue respecting human rights for all people related to our businesses. We will also be increasing awareness of these policies among our employees, and these policies are available on our internal network for convenient access.

Handling of labor issues

Preventing child labor and forced labor

：In order to prevent child labor and forced labor, we strictly comply with the applicable laws of the respective countries relevant to our business locations, and we also have a system for reporting any violations that may occur.

Systems for communication between employee representatives and corporate management

：As part of our methods that allow employee representatives to communicate with corporate management, we provide opportunities for employees and management to have meetings several times a year in order to guarantee appropriate working conditions and environments. We also strive to find common ground as we listen to any concerns and opinions regarding employee health and safety.

Reducing overwork

：In our efforts to eliminate overwork and unpaid work, we strictly comply with local laws on overtime work, we monitor working hours, consult with employees, and provide methods for our employees to alert their superiors when overtime work may be required. We also comply with Article 36 of Japan's Labor Standards Act and have systems in place to make sure that employees/management are in agreement regarding issues such as keeping monthly working hours within set limits.

Support for living expenses

：Our labor management is in compliance with the local laws of applicable countries. Instead of just complying with minimum wage standards in various countries, our basic policy for wages is to exceed these standards.

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 Sustainability 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, 2024 to March 31, 2028

Goal 1: Make the rates of employees who take childcare leave at least the following levels:

・ Rate for female employees: 100%

・ 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.