General Business Owner Action Plan (Act on Promotion of Women's Participation and Advancement in the Workplace and Measures to Support the Development of the Next Generation)
With the aim of enabling all women to fully utilize their individual abilities and thrive, through diverse talent respecting each other's values and differences, fostering individual growth, and strengthening organizational and corporate capabilities, we have formulated the following action plan.
In order to enable employees to demonstrate their abilities, achieve work-life balance, and create a comfortable working environment, we have formulated the following action plan.
Planning Period
Five years from April 1, 2026 to March 31, 2031
Details
To increase the percentage of women in management positions to over 17% by fiscal year 2030.
We will provide young female employees with opportunities to envision their careers.
- From April 2026
Introducing a new system that enables the balance and choice of life career and work career.
Launch of Career Bridge System and Transfer Deferment System
- From January 2027
Distribution of seminar videos related to careers
- From fiscal year 2027
Utilizing external mentoring to support career development, and conducting training programs.
- From fiscal year 2028
Implementation of initiatives aimed at expanding the network among female employees.
Internal mentoring, group discussions, etc.
We will raise awareness among employees and managers about health issues specific to women.
- From April 2026
Continued use of health communication sheets for managers
- From October 2026
Seminar videos related to balancing women's specific health issues with work are being distributed.
The goal is to increase the rate of men taking paternity leave to over 80% by fiscal year 2030 and to raise awareness of the importance of participation in family life.
Raise awareness of and promote the use of childcare support systems for the target individuals and their supervisors.
- From 2022
We will encourage eligible individuals to take parental leave, monitor their parental leave status, and continue to promote the use of parental leave.
- From 2025
We continue to promote paternity leave by publishing interview articles with male employees in our company newsletter, among other measures.
- From July 2026
Distribution of seminar videos related to men taking paternity leave.
- From fiscal year 2027
Institutionalization of incentives and allowances to promote the taking of parental leave.
- From fiscal year 2028
Expanding internal tools for employees eligible for parental leave (guidebooks, dedicated intranet, etc.)
We will continue to keep the company-wide average of overtime work to 20 hours or less per month.
When a particular employee is experiencing excessive workload, we will periodically investigate the contributing factors and consider improvement measures.
Monitoring is conducted around the middle of each month, and alerts are continuously issued to the affected individuals and their managers.
Continued implementation of shift scheduling that adjusts to the busy and slow periods in on-site operations.
- From fiscal year 2026
Implementation of labor management training (for hotel general managers and management staff)
We are considering promoting business reforms through the use of DX (Digital Transformation).
- From fiscal year 2027
Implementation of labor management training (for employees of newly opened hotels)
Implementation of business reforms through the use of DX, etc.
- From fiscal year 2028
By delegating authority, the workload will be distributed more evenly, and personnel will be allocated efficiently according to the workload.
Information Disclosure
Gender wage gap
Average wages of female workers compared to the average wages of male workers (set at 100%)
73.4% of all workers
Regular employees: 73.0%
Non-regular employees: 75.9%
Ratio of female managers
15.9% (as of April 1, 2026)
Percentage of female workers in the workforce
51.3% (as of April 1, 2026)
Parental leave utilization rates by gender
Male 69%, Female 108% (FY2025 figures)
Paid leave utilization rate
61.7% (FY2025 actual)