As of March 31, 2018, our workforce totaled 7,518 (male: 6,392, female: 1,126)*1
*1 Numbers include employees loaned by Tokyo Gas to other organizations but exclude those loaned to Tokyo Gas from other organizations (hereafter, “registered personnel”).
|Male||Non-consolidated||Persons（%）||6,519 (86.7)||6,518 (85.7)||6,392 (85.0)|
|Consolidated||-||11,745 (84.2)||11,442 (83.4)|
|Female||Non-consolidated||999 (13.3)||1,086 (14.3)||1,126 (15.0)|
|Consolidated||-||2,212 (15.8)||2,284 (16.6)|
*2 Count as of the end of March in each fiscal year.
*3 Non-consolidated data exclude personnel on loan to Tokyo Gas from other organizations, and include personnel on loan from Tokyo Gas to other organizations (“registered personnel”).
*4 Consolidated data exclude personnel on loan to Tokyo Gas and its subsidiaries from other organizations, and include personnel on loan from Tokyo Gas and its subsidiaries to other organizations.
*5 Values as of the end of March in each fiscal year.
*6 Non-consolidated data are for Tokyo Gas employees (registered personnel).
*7 Consolidated data exclude personnel on loan to Tokyo Gas and its subsidiaries from other organizations, and include personnel on loan from Tokyo Gas and its subsidiaries to other organizations.
Our recruitment activities comply with the guidelines of Keidanren (Federation of Economic Organizations). We also disclose corporate information and job offers at an early stage so that students can maintain their focus on studies with sufficient time to research and select companies. Moreover, we host various seminars to provide students with an accurate picture of our company.
|Category||Unit||2016||2017||2018||Breakdown of 2018 hires|
|Undergraduate and Graduate*2||Person||207||220||186||Male||126||Female||60|
Our labor union operates under a union shop system. All employees except for those in management are subject to membership in the Tokyo Gas Labor Union based on a union shop agreement* and therefore the labor union participation rate of applicable employees is 100%.
The agreement with our labor union clearly states that “the company and the labor union confirm and mutually respect the company’s management rights and the labor union’s basic labor rights.” It honors the freedom to associate and organize as well as the right to act and bargain collectively.
The company and labor union establish sound and positive labor-management relations and exchange honest opinions on various management issues and labor conditions through periodic labor-management negotiations. Also, we strive to provide our non-labor union contract employees with a safe working environment and have signed a minimum wage agreement with them.
In addition, we are mindful of local laws and regulations and respect worker rights.
*An agreement under which employers agree to dismiss workers who do not become union members or who withdraw from or are expelled from the union. All qualifying employees are enrolled in the union.
|Intensive spring labor-management talks||February through March||Negotiations on economic working conditions, personnel arrangements, rules of employment and other working conditions|
|Special Subcommittee of the Joint Management Council (policy related)||April and October||Current state and future direction of business strategy and key policies|
|Special Subcommittee of the Joint Management Council (financial results)||May||Forecasts of company performance and financial results|
|Working Hours Committee||May and November||Current and projected working hours and productivity increases|
|Employee Pay and Benefits Programs Committee||October and December||Current state of personnel arrangements and policies|
|Business Process and Work Style Reform Promotion committee||June, November, and December||Verification and analysis of our involvement in business processes and labor innovation for improved productivity|
|Departmental labor-management councils (branch level)||June and October||Current state and future direction of departmental/divisional policies|