Action plan based on the Law for Measures to Support the Development of the Next Generation
We have formulated the following action plan to further enhance support for balancing work and family life, improve working conditions that will encourage employees to review their work styles, and enable all employees to demonstrate their capabilities.
1. Planning Period
March 1, 2015 ~ March 31, 2025
2. Content
(1) We will improve the employment environment to support workers who are raising children in balancing their professional and family lives.
We will encourage men to take parental leave.
We will establish regulations regarding the treatment of workers during childcare leave and working conditions after childcare leave, and encourage employees to take childcare leave.
(2) We will create diverse working conditions that will encourage employees to reassess their working styles.
In order to reduce overtime work, we encourage employees to leave work on time.
We will encourage employees to take annual paid leave.
Action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace
In order to create an employment environment in which all employees, both male and female, can thrive, we have formulated the following action plan.
1. Planning Period
April 1, 2022 ~ March 31, 2026
2. Goals and Initiatives
[Goal ①] Increase the ratio of female workers in managerial positions (section managers and above) to 30% or more. |
<Details of the initiative>
(1) Development Plan
- Every April: The General Affairs and Personnel Department creates employee development plans and selects candidates for management positions.
- Every year around September: We provide hierarchical training to candidates in accordance with the development plan.
→ We review our training plan every year and develop candidates step by step, taking into account their abilities and experience, before promoting them to managerial positions.
(2) Improving the environment
- We will actively promote telecommuting and create a corporate culture that allows employees to balance their career advancement with life events.
[Goal 2] Increase the rate of men taking childcare leave to 30% or more |
<Details of the initiative>
(1) Institutional Development
- April 1, 2022～: Creating an employment environment that makes it easier to take childcare leave
① Establish a consultation desk in the General Affairs and Personnel Division
② When an employee (either the employee or her spouse) reports pregnancy or childbirth, the supervisor will notify the employee and confirm their intentions.
- October 1, 2022～: Introduction of postpartum paternity leave system
(2) Cultivating a good culture
- In our annual human rights training, we will inform our employees that they must not be treated unfavorably due to taking childcare leave.
- We will promote participation in childcare by encouraging male employees to use childcare-related systems and disseminating information.
job title | Male Ratio | Female ratio |
Management | 71.4% | 28.6% |
Leadership | 35.1% | 64.9% |
General staff | 33.9% | 66.1% |
total | 39.1% | 60.9% |
(2) Hourly wage earners
job title | Male Ratio | Female ratio |
ス タ ッ フ | 22.2% | 77.8% |
(3) Overall
Male Ratio | Female ratio |
26.6% | 73.4% |
2. Gender wage disparity
Gender wage gap (Ratio of female wages to male wages) | |
All workers | 81.7% |
Permanent | 94.3% |
Part-time/fixed-term employees | 95.0% |
Applicable fiscal year: Fiscal year 2023 (April 1, 2023 to March 31, 2024)
Wages: Includes basic salary, overtime pay, bonuses, commuting allowances, etc. but does not include retirement allowances.
Regular employee: Full-time employee, professional employee, hourly wage worker working full-time on an indefinite contract
Part-time/fixed-term employees: contract employees, hourly wage employees
3. Average length of employment
Employment Category | Male | Female |
Employee | 15 year and 2 months | 15 year and 11 months |
Professional Employee | 7 year and 8 months | 13 year and 9 months |
average | 13 year and 7 months | 15 year and 6 months |