For the OLC Group, our human resources are the cornerstone of our value creation and one as indispensable as our ongoing investments in facilities that captivate guests. Guest services provided by highly engaged employees who take pride in our business are the main source of our strength, particularly in our Tokyo Disney Resort business.
As an employer of around 20,000 people at Tokyo Disney Resort for about 40 years, we also have a major responsibility to society.
In recognition of the above, we uphold “Employee happiness” as an area of ESG materiality to achieve Our Goal for 2030.
In an effort to ensure that all Group employees feel satisfied with their work and continue to choose us as their employer, we are implementing measures to enhance their “Job Satisfaction”- a sense of joy and accomplishment, and for their “Comfortable and Supportive environment” - workplace and internal system.
In OLC Group’s Human Resources and Organization for 2030, the goal we uphold for our employees is to “take a step forward” and the goal for the Company and managers is to “give a little push.” By creating a relationship between employees and the Company in which they mutually need and elevate each other, we will strive to further enhance our employees’ sense of fulfillment. To this end, we believe the following three key elements are required: development of talented people who are able to proactively engage in creative thinking; unleashing of the potential of diverse individuals; and the creation of a fulfilling workplace environment.
Through these initiatives, we are ultimately aiming to create guest happiness, which is expected to enhance the Group’s value in a virtuous cycle.
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For the ESG Materiality item of “Employee happiness,” the following indicator and goal have been set.
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In consideration of the impacts of a shrinking labor force due to progressive population aging and the diversification of values around work, we uphold the goal of maximizing our employees’ sense of fulfillment at work and transforming our human resources system into one that is sustainable.
To achieve this goal, it is imperative to enhance guest services by employing unconventional ideas, improve our operations, develop personnel and organizations capable of implementing operational reform, and transform our system so that we can keep providing high added value with a workforce of limited size.
To this end, we will make improvements to our organizational management and review the way our cast members work to maintain alignment with our new Park environment. In addition, to offer a supportive working environment, we will promote healthier bodies and minds, make our facilities more comfortable, and enhance the digital environment.
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OLC employs approximately 20,000 people, each of whom is putting their special skills to use. Around 20% of our workers are corporate employees, contract workers and show performers, with the remaining 80% employed as Theme Park Operation Employees and part-time cast members who work at the frontline welcoming guests.
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At OLC, we follow international standards to respect basic labor rights including the collective bargaining rights.
The management and the labor union, Oriental Land Friendship Society (OFS), build mutual understanding and trust through negotiations in order to collaborate and implement initiatives aimed at creating a better workplace environment.
As of March 2023, there were 20,832 union members, accounting for 99.9% of all employees, including contract workers, cast members, and show performers, who joined in and after FY 2017, and Theme Park Operation Employees, who joined in and after FY 2019.
Under its labor agreement concluded with OFS, Oriental Land employs the union shop system, making it applicable to all categories of employees.
It is stipulated in the labor agreement concluded between OLC and OFS that prior to conducting a personnel transfer of an OFS officer, the Company must discuss the matter with OFS in accordance with the roles assumed by that officer within OFS or notify OFS of the matter. It is also stipulated that upon conducting a personnel transfer of an OFS member, OLC must notify OFS of the matter promptly after the event.
In FY 2018, labor unions were also formed at each our Group company, along with the Federation of Oriental Land Group Friendship Society (OGFS), a federation comprising the labor unions of our Group.
At OLC, we prevent the occurrence of child labor by confirming ages on recruitment to comply with the minimum age of ILO (International Labour Standards). We offer equal opportunities to all, and comply with all laws and regulations on payment, ensuring that it exceeds the minimum wage set for the relevant location.
Hiring, placement, evaluation, and remuneration are decided impartially, based on the competence, experience, and accomplishments of each individual.
We strive to prevent overwork and reduce overtime work hours. Specific measures include educating managerial staff to help them appropriately manage employees’ work hours and gain awareness of different work styles; ensuring that the Human Resources Division and other organizations regularly review the required number of staff members for each function and introduce tools for enhancing operational efficiency; and monitoring the status of overtime work hours.
There were no cases of labor-related compliance violations in FY 2022.