SOCIAL
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Promotion Structure
The S Team within the ESG Promotion Group plays a central role in setting annual targets and promoting initiatives aimed at supporting employees and making social contributions. The details of activities carried out by the team are reported at regular meetings of the ESG Promotion Group held on a monthly basis and reflected in the management structure, including the Board of Directors, under the responsibility of the head of the President’s Office.
We have adopted a structure that promotes proactive CSR activities by on-site managers, such as activities at commercial facilities we have developed. Furthermore, with regard to employee-oriented initiatives, the ESG Promotion Group and the administrative department work together to develop internal systems and so forth.
Initiatives for Community-Building
Development and Operation of Community-Based Commercial Facilities
We develop and operate the “tonarie” series of community-based commercial facilities in the form of NSCs*, such as “tonarie Yamato-Takada,” “tonarie Toga-Mikita,” “tonarie Seiwadai,” “tonarie Minamisenri,” “tonarie Utsunomiya,”and “tonarie Yokkaichi.”
We will continue to engage in community-based commercial development that would be loved by the local people and become the pride of the area in the hope of contributing to community-building and regional revitalization.
* NSC: Neighborhood Shopping Center
[Brand Concept]
Close to the community in order to develop together with the community. Always a good neighbor.
“tonarie” was born out of our desire to be close to the people who reside in the area.
tonarie Yamato-Takada
tonarie Toga-Mikita
tonarie Seiwadai
tonarie Minamisenri
tonarie Utsunomiya
tonarie Yokkaichi
tonaria Minamisenri Annex
tonarie Fujimino
tonarie Tsukuba Square
Events involving locals and tenants
Blue Sky Concert (tonarie Seiwadai)
Furumai rice cake event (tonarie Yamato-Takada)
Music festival (tonarie Yamato-Takada)
Society-enhancing activities
International refugee support campaign (tonarie Yamato-Takada)
Bicycle theft prevention day campaign (tonarie Yamato-Takada)
Installation of AEDs in facilities (tonarie Minamisenri, tonarie Seiwadai, tonarie Toga-Mikita, tonarie Yamato-Takada)
Free bus service for local residents operated by a nearby social welfare corporation (tonarie Seiwadai)
Letter of appreciation from Kawanishi City's (Hyogo Prefecture) Blood Donation Promotion Council for regular blood donation promotion activities (tonarie Seiwadai)
Monthly "Hitoyasumi Café" for caregivers and receivers offering consultation with a comprehensive regional center (tonarie Seiwadai)
International refugee support campaign (tonarie Yamato-Takada)
Bicycle theft prevention day campaign (tonarie Yamato-Takada)
Installation of AEDs in facilities (tonarie Minamisenri, tonarie Seiwadai, tonarie Toga-Mikita, tonarie Yamato-Takada)
Free bus service for local residents operated by a nearby social welfare corporation (tonarie Seiwadai)
Letter of appreciation from Kawanishi City's (Hyogo Prefecture) Blood Donation Promotion Council for regular blood donation promotion activities (tonarie Seiwadai)
Monthly "Hitoyasumi Café" for caregivers and receivers offering consultation with a comprehensive regional center (tonarie Seiwadai)
The architectural design of “tonarie Yamato-Takada” by Yuko Nagayama, who was selected as the architect for the Japan pavilion to be showcased at Expo 2020 Dubai, is that of a facility full of life and in a manner that reflects the concept of “a multi-level garden connected with the local community.” With a large supermarket as an anchor tenant and a fresh foods store, bakery, fitness center, clinic and other tenants for daily use by local people, this is a facility undertaking the function of community-building. The facility received the fiscal 2019 award for merit in the beautification of Nara Prefecture (landscaping division) from the Nara Prefectural Government.
We will continue to engage in the development of community-based commercial facilities like this to contribute to society through regional revitalization and urban development.
tonarie Yamato-Takada
Initiatives for Communities and Society
Hokkaido Ballpark Project
Acquisition of Naming Rights to New Ballpark of Hokkaido Nippon-Ham Fighters
- To Be Named “ES CON FIELD HOKKAIDO” -
We concluded a naming rights agreement for the new ballpark of Hokkaido Nippon-Ham Fighters planned to be constructed and opened in Kitahiroshima City in Hokkaido in 2023 with Hokkaido Nippon-Ham Fighters Baseball Club Co., Ltd. (Location: Sapporo City, Hokkaido; Representative: Koji Kawamura, President) and Fighters Sports & Entertainment Co., Ltd. (Location: Sapporo City, Hokkaido; Representative: Koji Kawamura, President), which manages the HOKKAIDO BALLPARK F VILLAGE and owns/operates the ballpark.
The area surrounding the ballpark is an important base as a planned site for a sports park in Kitahiroshima City and is part of a large-scale development area for HOKKAIDO BALLPARK F VILLAGE (total development area: approx. 36.7 ha) with construction of a new station also planned. We are scheduled to participate in the development of various real estate in the area such as a hotel on the land of approximately 9,400 m² adjoining the ballpark. We will seize this opportunity to start also supporting sports, cultural promotion, etc. for the happiness of the residents of Hokkaido and contribute to revitalization and development of the entire community.
Special movie
Initiatives for Construction and Operation for Plant Factories
We established GK TSUNAGU Community Farm (“New Company”), which constructs and operates vertical farms, together with Chubu Electric Power Co., Inc. and Spread Co., Ltd. on July 21, 2021.
Expectations are high for vertical farms capable of stably producing agricultural products in managed and controlled cultivation environments in response to the growing consumer needs for food ‘safety and security,’ the decrease in the number of farmers with the aging society with declining birthrate, the instable food supply due to frequent abnormal weather events and other social issues.
The New Company has started construction of “Techno Farm Fukuroi”, which will be the world’s largest automated vertical farm utilizing fully artificial light and capable of producing 10 tons of lettuce per day, on land for business (acquired by ES-CON JAPAN in March 2021) in Fukuroi City, Shizuoka Prefecture in October 2021 with the aim of launching production in January 2024.
Through the New Company, ES-CON JAPAN will solve issues in the food and agricultural fields while also contributing to the realization of a sustainable and livable society and the achievement of SDGs by making efforts towards decarbonization such as the proactive use of clean energy and effective use of CO2 in the process of cultivation.
Conceptual drawing of TSUNAGU Community Farm (exterior)
Seedling nursery
Cultivation room
* These photos show "Techno Farm Keihanna" of Spread.
Spread is developing its
vertically farmed vegetables brand Vegetus
nationwide under the concept of
“Sustainable Vegetable”
Investment in Ryukyu Football Club Co., Ltd. operating FC Ryukyu, a professional soccer team in the J League
In April 2021, ES-CON JAPAN invested in Ryukyu Football Club Co., Ltd. (Okinawa City, Okinawa Prefecture, Chairman & CEO: Keishiro Kurabayashi, “Ryukyu FC”) which operates FC Ryukyu, a professional soccer team.
FC Ryukyu, a professional soccer team in the J.League operated by Ryukyu FC and based in Okinawa Prefecture, is expected to further succeed in the future as it has achieved successful results such as winning the J3 League in 2018, the year of its fifteenth anniversary as a club, promotion to the J2 League in 2019, and being undefeated for 30 consecutive games at its home stadium. Ryukyu FC operates FC Ryukyu based on the management philosophy of “Becoming strong with Okinawa.” It is also conducting proactive promotion activities to realize Okinawa Prefecture’s plan to construct a new J.League stadium that can accommodate 20,000 people and be used for multiple purposes such as sports and events including soccer and rugby and is proactively involved in activities for regional revitalization in Okinawa Prefecture such as visiting primary schools in Okinawa Prefecture, holding greeting campaigns, and conducting various activities to protect the nature of Okinawa with partner companies through Yuimaru Activity,
With this investment, ES-CON JAPAN will contribute to the local community through sports promotion by securing a foothold for the creation of business opportunities in Okinawa as well as supporting Ryukyu FC ‘s regional revitalization activities in Okinawa Prefecture.
FC Ryukyu team photo
Team emblem
Logo
Dementia Support Project
Promoting a dementia support project to help community-building among the local people and as part of support for the elderly, “tonarie Seiwadai,” a commercial facility operated by our Group, has been certified as a dementia-support business establishment by the Hanshinkita District Administration Office.
We also position this project for dementia support as being universal design in intangible aspects and are expanding similar activities to other commercial facilities, too.
[Dementia Supporter Training Seminar]
“Dementia Supporter Training Seminar” deepens participants’ understanding on dementia through group work so that people with dementia can use stores at ease.
Having employees take this seminar leads to positive effects in that it raises their awareness of customer service and awareness of community participation.
Making Monetary Donations and Other Contributions
With regard to initiatives that support the resolution of social issues, we actively make contributions and give back to society through charitable donations and the like.
| Group or Project Name | Overview | Amount |
| Kitahiroshima City, Hokkaido Corporate Version of Hometown Tax (Regional Revitalization Taxation) |
Contributing to Kitahiroshima’s continued growth | 300 million yen（2022 and 2023） |
| Distinguished Professor Sugiyama Research Grant | WT1 cancer vaccine and WT1 cancer prevention vaccine cancer immunotherapies | 10 million yen each (2019 and 2021) |
| Kyoto University iPS Cell Research Fund |
Contributing to exploring the potential of iPS cells and realizing medical applications of them | 1 million yen each (2020 and 2022) |
| Osaka Prefecture Corporate Version of Hometown Tax (Regional Revitalization Taxation) |
Project to link cycling routes in the greater Osaka area (2018, 2019) Midosuji illumination project (2018, 2019) Project to develop environment to handle in-flow in collaboration with public transportation operators, etc. (2018, 2019) New child-raising support subsidy project (2018, 2019) Osaka City COVID-19 mutual aid fund project (2020) Fuel cell bus promotion project (2021, 100,000 yen) Fund for children’s future (2021, 100,000 yen) Gender equality promotion project (2021, 100,000 yen) Park and Urban Greenery Promotion Project (in 2022; 100,000 yen) Measures to address child poverty – Kodomo Kagayaku Mirai Fund Project (in 2022; 100,000 yen) Initiatives to Realize Decarbonized Society (in 2022; 100,000 yen) |
300,000 yen each |
| Fukuoka Prefecture Corporate Version of Hometown Tax (Regional Revitalization Taxation) |
Regional revitalization project focusing on the Sacred Island of Okinoshima and Associated Sites in the Munakata Region (2017) Junior athlete development enhancement project (2018) |
200,000 yen each |
| Osaka Prefecture Northern Osaka Earthquake Relief Fund |
Relief fund for victims of the earthquake centering on northern Osaka that occurred on June 18, 2018 | 1 million yen |
| National Land Afforestation Promotion Organization Green Fund |
Supporting the promotion of afforestation and forest development and related international cooperation-based civic activities. As a socially responsible shareholder benefit, we donate 3% of proceeds from purchases of QUO cards, which are offered as a benefit to shareholders. |
2020: Approx. 130,000 yen 2021: Approx. 280,000 yen |
| Osaka City Nakanoshima Children’s Book Forest Fund |
Donation to fund for operating Nakanoshima Children’s Book Forest, a venue that will cultivate the creativity and awareness of Osaka children in the future | 7.5 million yen |
Nakanoshima Children’s Book Forest
National Land Afforestation Promotion Organization’s mascot “Donguri-kun”
Establishment of ES-CON Global Works Ltd.
On March 1, 2020, we commenced an employment placement business with the establishment of a new company “ES-CON Global Works Ltd.” as part of development of new businesses contributing to ESG management.
Recently, with the serious labor shortage problem and the amended Immigration Control and Refugee Recognition Act that approves new status of residence for specific job categories coming into effect in April 2019, the development of an environment for non-Japanese workers to work has been underway. Under such circumstances, with a view to helping solve this social issue, we decided to establish a new company “ES-CON Global Works Ltd.” that will engage in the employment placement business going forward to conduct employment placement services for non-Japanese nationals and consulting on overseas expansion with particular focus on the food service industry, the lodging industry and building cleaning.
Initiatives for Diversity
Promotion of Diverse Personnel Recruitment and Utilization
【Action Plan】
ES-CON JAPAN Ltd. has created the following general employer action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Women's Active Engagement in Professional Life.
The following action plan will be formulated to encourage support for balancing work and home life among employees raising children or nursing family members and create a workplace where all human resources, including women, can continue to work and can be active.
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Monitor the working conditions of employees in each department, including average overtime hours, then ensure as a department or as a group that overtime hours do not exceed 45 hours a month in each employment management category.
Also, conduct monitoring to ensure that individual employees' monthly average legal overtime hours do not exceed 60 hours.
- Regarding internal systems for supporting employees to take childcare leave (spousal childbirth leave, etc.), raise awareness and encourage their use.
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As a support for returning to work after childcare leave, use the company newsletter to provide information on work and happenings at the company and consider lending computers and mobile phones to those taking childcare leave.Also, make arrangements for a smooth return to work through online interviews with the seniors of the person taking childcare leave.(Provide information about systems that can be used after returning to work. Inform seniors of systems to support a balance between work and home life that people returning from childcare leave can use. Conduct interviews before and after returning.)
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Consider reviewing internal systems of taking leave, for example, establishing new leave of absence systems for life events such as childcare and nursing family members.
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Increase the number of posts about the work of our female employees on our recruitment website.
Increase the amount of information on systems for supporting balancing work and home life that we communicate externally.
Child Care and Nursing Care Support
We have set leave regulations for child care and nursing care to support employee work-life balance. We not only offer programs for taking leave or other periods of absence from work, but have also made work-life balance programs of various sorts available for use, such as for child care and nursing care givers to work short hours or be exempt from working outside of scheduled working hours.
To further support the work-life balance of employees doing child care or nursing care, we have newly formulated an action plan for general employers based on the Act on Advancement of Measures to Support Raising Next-Generation Children. Going forward, we will continue to support employee work-life balance in ways such as revising our regulations on child care leave and nursing care leave so that employees can flexibly adapt their work to their care needs.
Furthermore, with the employment and active participation of a diverse range of human resources taken into consideration, we will establish a work environment where all employees can balance work and family and play an active role going forward.
Examples of Systems Supporting Child Care and Nursing Care
Child care holiday system
Child care leave system
Sick/injured child care leave system
Shortened working hour system
Nursing care holiday system
Nursing care leave system
Staggered working hour system
Remote work system
Preparation of Manual Regarding Maternity Leave, Child Care Leave and Nursing Care
Elderly
We provide more opportunities for senior employees with abundant experience to play an active role with a reemployment system for hiring the elderly as part-time employees after retirement.
People with Disabilities
We proactively hire people with disabilities. Our offices have multipurpose toilets and barrier-free elevators to provide a workplace where people with disabilities can also work comfortably. *Some offices do not have such facilities.
Furthermore, we are engaged in proactive recruitment of people with disabilities in regional areas, where, in comparison to urban areas, there tends to be a lack of positions and there are more people with disabilities who want to work but cannot find employment.
Initiative at Cordiale Farm
Some of the regional inhabitants with disabilities who are employed by ES-CON JAPAN work at an indoor farm operated by JSH Co., Ltd., where they are involved in tasks mainly focusing on hydroponic cultivation. By hiring people with disabilities from regional areas who find commuting to urban areas difficult, we are proactively striving to create employment for people with disabilities in these areas while also contributing to regional revitalization.
Initiatives for a Better Work Environment
Health and Safety of Employees
We have formulated health management regulations and take the measures necessary to maintain and improve the health of employees. We conduct periodic health checks and stress checks of all employees once a year in efforts to ensure that employees stay physically and mentally healthy.
We also hold health management committee meetings once a month and work on measures for health promotion and occupational safety of employees.
In preparation for earthquakes and other wide-area disasters, we have introduced a safety confirmation system as a means of communication between employees and the company. Along with grasping the safety condition of employees, we will communicate instructions and messages as appropriate to secure the safety of employees in the event of a disaster.
Work-Life Balance
Health Management
We formed a Healthy Culture Promotion Team in July 2021 to promote health management.
Furthermore, in March 2023, ES-CON JAPAN was certified as a “2023 Excellent Health and Productivity Management Organization (Large Enterprise Category)” in which the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi jointly select corporations practicing excellent health and productivity management.
Health Management Committee
In order to maintain and promote the health of our employees, we have established Health Management Rules requiring annual health checkups and stress checks for all employees as well as occupational physician interviews for employees who work more than a certain number of hours of overtime.
A Health Management Committee also meets once a month to promote employee health and occupational safety.
Fiscal 2022 Results
Annual health checkup rate:
100%
Stress check rate:
96.8%
Disaster Preparedness
To prepare for earthquakes and other widespread disasters, we have introduced a safety verification system for employee-company communication. In the event of a disaster, we will ascertain and ensure employee safety by issuing appropriate instructions and communications.
Work-Life Balance
We are pursuing activities aimed at developing a better work environment, such as introducing various working arrangements (staggered working hour system, shortened working hour system, remote work system, etc.), rigorous implementation of one no-overtime day per week, and conducting a work environment survey since 2015.
Moreover, we encourage employees to take paid leave by offering multiple paid leave days per year. With the aim of improving the paid leave usage rate, we also promote the use of these days by planning each year’s scheduled paid leave days at the start of the year.
Going forward, with the aim of being the kind of company that society requires and maintaining stable growth, we will continue to carefully manage employees’ workloads and time spent at work, identify issues, and implement countermeasures, in order to further improve the work environment.
Fiscal 2022 Results
Paid holiday usage rate:
68.0%
Employee Interaction
We pursue active communication throughout the company by organizing opportunities for employees to interact several times a year.
We also offer club activities for sharing of interests and hobbies through the club activities to facilitate communication at the workplace, laying the foundation for human relationships. We will continue to strive to create a vibrant work environment.
Due to the COVID-19 crisis, we have voluntarily refrained from holding internal events involving in-person interaction and the like, but we continue to provide opportunities for in-house communication and idea-sharing by creating venues for internal exchange and discussion of company policies as needed via web-conferencing platforms, etc.
In addition, we are striving to develop a dynamic work environment for employees through the implementation of in-house training programs (training for new hires, e-learning system, etc.) and introduction of a whistleblower system.