Our approach to human capital, the policy for human development including securing human diversity, and the policy for improvement of the internal environment are as follows.

For the OLC Group, human resources are the cornerstone of our value creation and are 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.
The OLC Group upholds “Employee happiness” as an area of ESG materiality to achieve Our Goal for 2030, and strives to ensure that all Group employees feel satisfied with their work and continue to choose us as their employer.
Specifically, we have defined “Employee happiness” as “a state in which each individual is highly satisfied and engaged with their work.” Accordingly, we are working to enhance our employees’ “Job Satisfaction” (a sense of joy and accomplishment) to create for them a “Comfortable and Supportive environment” (workplace and internal system).
In addition, in an effort to further enhance employee satisfaction and engagement at work, we have systematically organized the directions of our initiatives as shown in the figure below, while clearly defining the desirable employee-employer relationship as one in which both sides mutually need and elevate each other. We believe it is crucial for our employees to keep taking “one step forward” and for the Company and their managers to encourage and support them accordingly. We are thus aiming to cultivate a mutually inspiring dynamic.
In cultivating such a dynamic and enhancing employee engagement, we believe the following three key elements are of paramount importance: 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.
We are making Group-wide efforts in these areas from multiple perspectives, including enhancing the management capacity of each organization, raising individual employees’ awareness, and nurturing positive relationships among colleagues.

[Risks]

• Shortage of human resources
• Outflow of human resources

[Opportunities]

• Continuous employment of talented people
• Strengthened capacity to respond to changes and business opportunities
   

To remain a workplace that is actively chosen by our employees, we are striving to enhance their “Job Satisfaction” (a sense of joy and accomplishment) and provide them with a “Comfortable and Supportive environment” (workplace and internal system), thereby allowing them to focus on creating guest happiness. In doing so, we expect to create and maintain a virtuous cycle that will enhance the OLC Group’s value.

For the ESG Materiality item of “Employee happiness,” the following indicator and goal has been set.

The total score of employee engagement survey for FY2023 was 68.
While our employees have deep empathy for our business and get along well with their colleagues, we recognize our need to improve their workplace facilities, facilitate communication with superiors, and provide stronger support for their growth. We are thus aware of the OLC Group’s strengths and areas for improvement.
Toward the goal of further enhancing job satisfaction and employee engagement, we intend to continue with our human resources initiatives under the 2024 Medium-term Plan, as well as our measures to create a more supportive working environment and help employees gain a stronger sense of growth.

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.

OLC employs approximately 25,000 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 approximately 80% employed as Theme Park Operation Employees and part-time cast members who work at the front line welcoming guests.

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 on and implement initiatives aimed at the creation of a better workplace environment.
As of March 2024, there were 24,664 union members, accounting for 99.9% of all employees, including contract workers, cast members, and show performers, who joined in and after FY2017, and Theme Park Operation employees, who joined in and after FY2019.
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 FY2018, labor unions were also formed at each the OLC Group company, along with the Federation of Oriental Land Group Friendship Society (OGFS), a federation comprising the labor unions of the OLC Group.

At OLC, we prevent the occurrence of child labor by confirming ages during 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 FY2023.