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Employee Data
Basic Employee Data
Number of Employees
| (Unit: Persons) | FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|---|
| Non-Consolidated | 5,091 | 5,139 | 5,235 | 5,341 |
| Consolidated | 21,254 | 21,948 | 24,815 | 26,741 |
Breakdown of Number of Employee (Non-Consolidated)
| (Unit: Persons) | FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|---|
| Management level | 2,407 | 2,460 | 2,532 | 4,042 |
| Non-management level | 2,438 | 2,439 | 2,450 | 1,036 |
| Fixed-term employees | 153 | 140 | 153 | 95 |
| Hosted from other companies | 93 | 100 | 99 | 168 |
| Total | 5,091 | 5,139 | 5,235 | 5,341 |
Breakdown of Number of Employee (Subsidiary Companies in Japan)
| (Unit: Persons) | FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|---|
| Management level | 2,024 | 1,995 | 2,051 | 2,248 |
| Non-management level | 5,063 | 5,249 | 5,648 | 5,585 |
| Fixed-term employees | 520 | 505 | 544 | 561 |
| Hosted from other companies | 219 | 215 | 218 | 218 |
| Total | 7,826 | 7,964 | 8,461 | 8,612 |
Breakdown of the number of employees (by age group, non-consolidated)
| (Unit: Persons) | FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|---|
| Under 30 | 917 | 877 | 888 | 898 |
| 30-50 | 2,461 | 2,373 | 2,350 | 2,497 |
| Older than 50 | 1,713 | 1,889 | 1,997 | 1,946 |
Number of Newly Hired Graduates* (Non-Consolidated)
| (Unit: Persons) | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|
| Housing sales | Male | 18 | 39 | 50 | 48 |
| Female | 3 | 21 | 16 | 13 | |
| Housing engineering | Male | 27 | 30 | 37 | 43 |
| Female | 15 | 9 | 18 | 18 | |
| General management | Male | 33 | 20 | 25 | 28 |
| Female | 9 | 10 | 12 | 16 | |
| Clerical | Male | 0 | 0 | 0 | 0 |
| Female | 1 | 4 | 12 | 10 | |
| Total | Male | 76 | 89 | 112 | 119 |
| Female | 28 | 44 | 58 | 57 | |
| Total | 104 | 133 | 170 | 176 | |
* Calculated based on the number of new graduate recruits as of April 1 of each fiscal year
Employment
Average Annual Pay (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|
| 8,723,534 yen | 8,980,817 yen | 9,145,037 yen | 9,318,466 yen |
Gap in Wages between Male and Female Employees (%)
| FY2024 | ||
|---|---|---|
| All employees | Regular employees | Part-time and fixed-time employees |
| 47.8 | 63.2 | 59.6 |
*1Calculated in accordance with the provisions of "Act on the Promotion of Women’s Active Engagement in Professional Life" (Act No. 64 of 2015)
*2Ratio of average annual wage of female employees against average annual wage of male employees for current fiscal year
Regarding "part-time and fixed-term employees", average annual wage is calculated based on number of regular employees converted to normal working hours
There is no difference in wages for the same work between male and female employees, and main factor behind difference in wages between male and female employees is the difference in composition of job category between them
Average Annual Pay by Gender (Non-Consolidated)
| FY2024 | Management level(Basic Pay) | Management level(Basic Pay and Bonus, etc.) | Non-management level |
|---|---|---|---|
| Male | 7,966,116 yen | 12,287,964 yen | 5,173,776 yen |
| Female | 7,372,668 yen | 11,105,880 yen | 4,004,028 yen |
Median Annual Pay (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|
| 8,730,623 yen | 9,049,536 yen | 9,111,453 yen | 9,243,378 yen |
Percentage of Total Annual Compensation (Non-Consolidated)
| FY2022 | FY2023 | FY2024 | |
|---|---|---|---|
| Ratio (%) of total annual compensation of the organization's highest paid employees compared to the median annual compensation of all employees (excluding highest paid employees) | 13.00 | 12.70 | 10.76 |
Average Length of Service* (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Male | 17 years | 17 years and 5 months |
17 years and 7 months |
17 years and 10 months |
| Female | 11 years and 8 months |
12 years | 12 years | 12 years |
* Calculated as of December 31
Separation rate*1 (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Voluntary separation rate (%) | 2.4 | 2.9 | 2.7 | 2.5 |
| Separation rate*2 (%) | 2.7 | 3.2 | 3.1 | 3.6 |
*1 Calculated by dividing the number of people who left during the year by the number of employees at the beginning of the year, including employees seconded to partner companies but excluding executive officers, hosted from other companies and exchange employees
*2 The calculation includes voluntary separations and excludes hiatuses and the end of terms
Separation rate*1 (Subsidiary Companies in Japan)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Voluntary separation rate (%) | 6.3 | 8.1 | 7.4 | 7.1 |
| Separation rate*2 (%) | 6.4 | 8.2 | 7.6 | 7.5 |
*1 Calculated by dividing the number of people who left during the year by number of employees on April 1 of the year
*2 The calculation includes voluntary separation
Separation rate*1 (Subsidiary Companies Overseas)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Voluntary separation rate (%) | 13.2 | 12.1 | 11.9 | 12.9 |
| Separation rate*2 (%) | 16.9 | 15.5 | 16.2 | 17.8 |
*1 Calculated by dividing the number of people who left during the year by number of employees on April 1 of the year
*2 The calculation includes voluntary separation
Diversity
Employment and Promotion of Women (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 | ||
|---|---|---|---|---|---|
| Female employees including contract employees*1 (%) | 22.6 | 23.1 | 23.8 | 24.4 | |
| Ratio of females to new hires*2 (%) | 26.9 | 33.1 | 34.1 | 32.0 | |
| Female employees in management positions*1*3 (%) | 5.6 | 6.3 | 6.8 | 7.6 | |
| Ratio of female senior managers (%) | 2.2 | 2.4 | 3.2 | 3.7 | |
| Ratio of female junior managers (%) | 8.3 | 8.5 | 8.8 | 9.8 | |
| Ratio of female managers in business units*1*4 (%) | 3.9 | 3.8 | 3.2 | 2.9 | |
| Ratio of females in research and development / technical positions*1 (%) | 11.7 | 10.5 | 12.0 | 13.0 | |
*1 Calculated based on enrollment as of December 31. The number of employees includes people dispatched to affiliate companies but excludes executive officers, employees hosted from other companies and exchange employees
*2 Calculated by adding the number of new graduate employees hired between May and the following March of the previous year to the number of new graduates hired in April
*3 Among managers, supervisors are defined as senior managers and the rest as general managers
*4 The rate is excluding support functions such as HR, IT, Legal, etc.
Employment and Promotion of Women (Subsidiary Companies in Japan)
| FY2021 | FY2022 | FY2023 | FY2024 | ||
|---|---|---|---|---|---|
| Female employees including contract employees*1 (%) | 34.4 | 33.4 | 36.1 | 35.2 | |
| Ratio of females to new hires*2 (%) | 35.1 | 34.6 | 41.8 | 45.1 | |
| Female employees in management positions*1 (%) | 8.4 | 8.9 | 9.4 | 10.4 | |
| Ratio of female senior managers (%) | 6.0 | 6.7 | 7.2 | 7.2 | |
| Ratio of female general managers (%) | 11.4 | 11.2 | 11.6 | 13.5 | |
| Ratio of females in research and development / technical positions*1 (%) | - | 19.2 | 26.8 | 20.1 | |
*1 Calculated based on enrollment as of December 31
*2 Calculated based on the number of new employees as of April 1
Employment of Women (Subsidiary Companies Overseas)
| FY2021 | FY2022 | FY2023 | FY2024 | ||
|---|---|---|---|---|---|
| Percentage of Female employees including contract employees*1 (%) | 30.0 | 28.2 | 28.4 | 30.1 | |
| Ratio of females to new hires*2(%) | 32.8 | 39.5 | 35.7 | 39.1 | |
| Percentage of Female employees in management positions*1 (%) | 20.9 | 23.2 | 25.4 | 27.4 | |
| Ratio of female senior managers (%) | - | 24.0 | 19.7 | 21.4 | |
| Ratio of female general managers (%) | - | 23.7 | 28.8 | 30.0 | |
| Ratio of females in research and development / technical positions*1*3 (%) | - | - | 24.8 | 20.6 | |
*1 Calculated based on enrollment as of December 31
*2 Calculated based on the number of new employees from January to December
*3 Employees in departments that require technical qualifications, who possess qualifications and utilize them in their work
Employment of Persons with Disabilities (Non-Consolidated)*
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Ratio of Persons with Disabilities (%) | 2.38 | 2.40 | 2.46 | 2.6 |
* Calculated including the special subsidiary company Sumirin Wood Peace and the affiliated Group company Sumirin Business Services
Employment of Persons with Disabilities (Subsidiary Companies in Japan)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Ratio of Persons with Disabilities(%) | 2.04 | 2.23 | 2.25 | 2.3 |
Rate of Local Employment in Group Companies Outside Japan*
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Rate of Local Employment in Group Companies Outside Japan (%) | 99.2 | 99.2 | 99.2 | 99.3 |
* Calculated by dividing the number of employees hired locally by consolidated subsidiaries and working for the company at the end of the year by the total number of employees at the end of the year
Training and Education
Hours of Training and Expenditure on Training (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Hours of training received per employee | 13.0 | 15.5 | 19.6 | 20.9 |
| Expenditure on training per employee (yen) | 77,473 | 105,628 | 116,768 | 151,877 |
Work-Life Balance
Work-Life Balance Program Usage (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 | ||
|---|---|---|---|---|---|
| Number of childcare leave users (Persons) | Male | 62 | 77 | 98 | 100 |
| Female | 37 | 43 | 43 | 47 | |
| Percentage of childcare leave users*1(%) | Male | 50.4 | 49.0 | 70 | 78.1 |
| Female | 108.8 | 110.3 | 81.4 | 102.2 | |
| Percentage of female returnees after childcare leave*2 (%) | 99.1 | 97.3 | 94.6 | 95 | |
| Childcare leave retention rate for females 12 months after returns (%) | - | - | 94.1 | 97.3 | |
| Number of reduced hours program users*3 (persons) | 83 | 75 | 72 | 92 | |
*1 The number of childcare leavers starting in the respective fiscal year divided by the number of employees who had a baby in respective fiscal year
*2 The number of returnees for the fiscal year divided by returnees for the fiscal year plus employees who resigned for childcare leave but have not returned to work
*3 Available for reasons such as childcare and family care; combined figures of employees on programs of the reduced working hours and the four-day work per week
Work-Life Balance Program Usage (Subsidiary Companies in Japan)
| FY2021 | FY2022 | FY2023 | FY2024 | ||
|---|---|---|---|---|---|
| Number of childcare leave users (Persons) | Male | 28 | 39 | 33 | 53 |
| Female | 95 | 80 | 60 | 65 | |
| Percentage of childcare leave users* (%) | Male | 28.0 | 32.8 | 28.0 | 45.7 |
| Female | 118.8 | 114.3 | 96.8 | 101.6 | |
* The number of childcare leavers starting in the respective fiscal year divided by the number of employees who had a baby in respective fiscal year
Paid Leave Usage Ratio (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Average paid leaves taken (day) | 12.3 | 13.1 | 13.2 | 13.2 |
| Paid Leave Usage Ratio* (%) | 64.1 | 68.4 | 69.0 | 68.9 |
* Paid leave entitlements are issued each year in January, therefore the table shows figures as of December 31 of the respective year. Calculated by dividing the number of days of paid leave taken by the number of days of paid leave issued
Paid Leave Usage Ratio (Subsidiary Companies in Japan)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Average paid leaves taken (day) | 11.2 | 11.8 | 11.7 | 12.7 |
| Paid Leave Usage Ratio* (%) | 59.6 | 66.6 | 68.1 | 69.1 |
* Paid leave entitlements are issued each year in January, therefore the table shows figures as of December 31 of the respective year. Calculated by dividing the number of days of paid leave taken by the number of days of paid leave issued
Occupational Health and Safety
Occupational Injuries (Non-Consolidated)
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Number of occupational injuries (incidents)*1 | 2 | 5 | 4 | 3 |
| Lost-time injury frequency rate*2 | 0.19 | 0.42 | 0.47 | 0.31 |
| Work-related illness frequency rate | 0 | 0 | 0 | 0 |
*1The number of work-related accidents resulting in payment of compensation benefits for absence from work (four or more days of lost worktime) in accordance with the Industrial Accident Compensation Insurance Act is disclosed (including the number of cases in which applications for compensated absences from work are pending)
*2Lost-time injury frequency rate = Number of occupational fatalities or injuries resulting in an absence from work of at least one day ÷ Total number of working hours x 1,000,000
Relationship with Labor Unions
Labor Union Membership (Non-Consolidated)*
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Labor union membership rate (%) | 100 | 100 | 100 | 100 |
* As of January 1, 2024, the number of eligible employees is 3,915. The scope of eligibility for labor union membership is stipulated in the labor agreement
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