Promoting Diversity at Daito Kento Leasing

We are committed to creating an energetic work environment where each and every employee can feel fulfilled and challenged. Based on the principle of no discrimination based on gender, age, nationality, race, ethnicity, religion, social status, disability, gender identity, sexual orientation, etc., we respect each other’s personality and individuality and focus on utilizing diverse human resources in order to realize a work style where all human resources can maximize their abilities. In particular, we are building an organization in which diverse human resources can play an active role with a focus on “work-life balance,” “promotion of women’s activities,” and “reform of work styles.

Further promotion of women’s activities

We are committed to human resource development and work style reforms with the aim of becoming a company where women can play active roles with vigor, and we provide support through various measures so that female employees can play active roles for a long period of time.
We have also received the “Eruboshi” certification*, which is given to companies with excellent efforts in promoting women’s activities.

Eruboshi certification is a system under which companies that have formulated and submitted a general business owner action plan in accordance with the Law for the Promotion of Women’s Advancement are certified by the Minister of Health, Labor and Welfare as having implemented excellent measures to promote the advancement of women. Companies are evaluated on a three-point scale based on five criteria: “recruitment,” “continued employment,” “working hours and other working styles,” “ratio of managerial positions,” and “diverse career paths.

Next Generation Development “Kurumin Plus” Certification

Kurumin” certification is granted to companies that have formulated a general business owner action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children, and that have achieved the goals set forth in the plan and meet certain criteria. Furthermore, “Kurumin Plus” certification is in addition to the existing Kurumin system, and refers to a system that certifies companies that work to create an environment where it is easy to balance work and infertility treatment.

PRIDE Index Gold

The PRIDE Index was developed in 2016 as Japan’s first index for evaluating efforts toward LGBTQ+ and other sexual minorities (“LGBTQ+”) in the workplace. <The PRIDE Index is based on the following five criteria: Policy: Declaration of Action, Representation: Community, Inspiration: Awareness-raising, Development: Human Resource Systems and Programs, and Engagement/Empowerment: Social Contribution and External Relations.

D&l AWARD Advanced Certification

The D&l AWARD is Japan’s largest award recognizing companies that are committed to diversity and inclusion, and was launched in fiscal 2021. The “Diversity Score” is a total of 100 items, consisting of 5 elements and 4 criteria in the areas of “Gender,” “LGBTQ+,” “Disability,” “Multicultural Conviviality,” and “Childcare and Nursing Care.

Click here to learn more about our initiatives

Our Efforts to Promote the Advancement of Women

We are working to create a company where women can work comfortably, and are reviewing measures and systems for women’s advancement (support for work-life balance and career support), as well as strengthening activities to make these systems known to all employees. We are also working to create a corporate culture in which it is normal for not only women but also men to take childcare leave. We will continue our efforts to promote the further advancement of female employees.

Examples of systems we have adopted

comeback pass system

This is a system under which employees who have left the company due to unavoidable circumstances such as marriage, childbirth, childcare, nursing care, or a spouse’s transfer are preferentially rehired under certain conditions in order to make use of the knowledge, experience, and skills they have accumulated up to that point to become immediately effective employees.

Fertility treatment leave and treatment cost subsidies

This is a leave of absence that can be taken when undergoing infertility treatment, and a program that subsidizes a portion of the treatment costs for up to five years for employees who undergo infertility treatment.

limited service area system

This system limits the range of work locations in order to reduce the burden of relocating to a new residence and to provide a comfortable working environment for employees who wish to contribute to the local community, work together, raise children, or care for family members.

Introduction of “Childcare Mirai Concierge

To enable employees to work while raising children, we have introduced a matching service with company-led daycare centers.

shortened working hours for childcare

This system allows employees to work shorter hours to enable them to work while raising children.

Spousal Transfer Leave System

This system allows for up to three years of leave when it is difficult to continue working due to a spouse’s transfer or other reasons. During the leave period, a second job (limited to non-regular employment) is allowed. We will continue to promote the review and establishment of a workplace environment that allows employees to continue their career development not only during marriage, childbirth, childcare, and nursing care, but also in the event of life stage changes.

Encouragement of male employees to take childcare leave

We are focusing on expanding our childcare leave and parental leave systems to encourage male employees to participate in childcare.

[Salary payment during childcare leave for male employees].

Starting April 2017, male employees will be paid for the first 10 working days of their parental leave

[Childcare leave for male employees].

From October 2018, male employees are required to take 5 days of childcare leave within 1 year of the birth of a child

Ratio of mid-career hires

2020 2021 2022
of full-time workers
Percentage of mid-career hires
43% 29% 73%