In response to the rapidly declining birthrate in Japan, the Act on Advancement of Measures to Support Raising Next-Generation Children came into full effect on April 1, 2005.
Under the Act, companies above a certain size must formulate and implement an action plan to achieve a balance between work and child rearing, in order to promote the development of an environment in which children, who will make up the next generation of society, are born and raised in a healthy manner.
We have formulated the following action plan to enable our employees to balance their work and personal lives, and to create an environment in which all employees can work comfortably and fully demonstrate their capabilities.
- Target period
August 1, 2014 to July 31, 2017 (Phase 1)
August 11, 2017 to March 31, 2021(Phase 2)
April 1, 2021 to May 31, 2024 (Phase 3)
- Our action plan, goals,
and specific measures
- In accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children, we have formulated the following action plan and goals.
Improvement of the employment environment to support employees who are raising children to balance their work life and family life
- We will inform employees about matters concerning the conditions during childcare leave as well as work conditions after childcare leave.
- We will make it widely known that employees can take leave for care of sick/injured children and family care leave in hourly units, and create an environment in which it is easy for employees to take such leave.
- We will consider a flexible system for working hours. This includes working hours of employees with shorter work schedules both when at the workplace, as well as when working from home.
Establishment of diverse working conditions that contribute to reviewing work styles
Promotion of reducing total working hours (reduction of overtime work, encouraging employees to take paid leave, etc.) - Raise of awareness about "No Overtime Day"
- Share monthly results of each individual employees' overtime work and the number of days of paid leave with managers for the purpose of visualizing them.
- Maintain the annual paid leave usage rate at over 50%.
General employer action plan based on the Act on the Promotion of Women's Active Engagement in Professional Life (Act on Promotion of Women’s Active Engagement)
(April 1, 2016)
In order to realize a society in which all women who wish to be active in the workplace can fully demonstrate their individuality and capabilities, companies above a certain size are required to formulate and announce action plans that include numerical targets and initiatives for the promotion of women's activities and advancement.
We have formulated the following numerical targets and initiatives to create an environment in which our female employees can play active roles.
- Target period
April 1, 2016 to March 31, 2021
April 1, 2021 to May 31, 2024
- Our challenges
- - We have a low number of female employees, and workplace participation by women is not progressing
- Initiatives to appropriately manage working hours and address long working hours
For new graduates, we will actively publicize to job seekers that we have a workplace environment where women can play active roles, and aim to increase the percentage of women hired to more than 40%.
- We will conduct company PR by having female employees active in the company appear in recruitment tools, company information sessions, etc.
- We will consider and implement measures to support career development for women.
Promote work-life balance by enhancing leave and work systems.
Maintain the annual paid leave usage rate at over 50%. [Annual paid leave usage rate (actual result in fisical 2020): 57%] - Conduct activities that raise awareness about creating a workplace culture that mutually recognizes diversity (diversity in work styles).
- Raise further awareness of diversity through training for managers.