General employer action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace
Sumitomo Realty Villa Fontaine Co., Ltd.
In order to create an employment environment in which all employees, both male and female, can thrive, we have formulated the following general employer action plan.
1. Planning period
From April 1, 2025
March 31, 2027 (2 years)
2. Content
Goal 1
Goals for providing opportunities in professional life
- - Increase the proportion of female employees in management positions to 25%.
countermeasure
- ・April 2025 - Training for potential management staff
Themes such as human resource development training, presentation of male and female managerial role models, and unconscious bias training will be considered and implemented. - -From April 2025, as we have a large number of female general staff members in their 20s and 30s, we will make it known that we have an environment where they can continue working for a long time even after maternity leave, etc.
Goal 2
Goals for balancing work and family life
- - The average overtime hours per month will be limited to 12 hours or less.
countermeasure
- - From April 2025, training on reducing long working hours will be provided to all employees.
- - From April 2025, overtime hours will be compiled on a regular basis, and departments with the most overtime hours will be made visible.
Instruct managers to consciously reduce overtime work.
Disclosure of information regarding women's participation in the workforce
Percentage of female workers in managerial positions
26.7％
(As of March 31, 2026)
Average overtime hours per month for workers
18.7 hours
(FY2025 results)
Percentage of female workers among all employed workers
The percentage of women in the overall hiring process was 66.2%.
- 70.9% of employees are full-time.
- ・Contract employees: 90.9%
- ・Hourly-wage contract employees: 61.1%
(FY2025 results)
wage differences between male and female workers
At Sumitomo Realty & Development Group, we conduct recruitment and salary increases for each of our numerous specialized job categories (approximately 30 major categories alone), and within each specialized category, we have a fair salary system that evaluates employees solely on their abilities (responsibilities) and achievements. In line with this reality, we have categorized the differences into four types of positions: management, sales/planning, technical, and assistant. Furthermore, the distinction between regular and non-regular employment is as follows.
By employee category
- ・Management 89.2%
- Sales and Planning: 93.1%
- Assistant 87.3%
By regular/non-regular classification
- 83.3% of all workers
- 83.1% are regular employees.
- 89.4% are non-regular employees.
(FY2025 results)
Parental leave utilization rates for men and women
- 100% male
- 100% female
(FY2025 results)
- *For men: The denominator is the number of male employees who had a child born in the relevant fiscal year, and the numerator is the number of male employees who took childcare leave, etc., in the relevant fiscal year. If the year of the child's birth and the year of leave taken are different, the utilization rate may exceed 100%. In addition, the number of employees who took childcare leave, etc., includes those who took our company's own childcare leave.
- *For women: This represents the utilization rate for employees who became eligible to take childcare leave, etc., during the relevant fiscal year.