Various plans for the advancement of women and the development of the next generation
And results
Action Plan for Women's Participation ※Formulated as a General Business Owner Action Plan in FY2021
By creating an environment where women can fully demonstrate their abilities, all employees, including women, are rewarded.
With the aim of becoming a company that can work vigorously, formulate an action plan as follows.
Plan period
From April 1, 2021 to March 31, 2026
Targets and Activities
- Target 1 Ratio of women in managerial positions
More than 20%. -
■ Activities
- ・Promote the active use of flextime systems and telecommuting, etc. to balance life events and career advancement
Build an internal climate that can be achieved. - ・Establish a variety of career paths according to life events, and advance your career through life events.
Do not create employees who give up.
■ Results
Percentage of female workers in managerial positions…12.5％
Excluding directors and employees seconded from other companies as of June 1, 2025
- ・Promote the active use of flextime systems and telecommuting, etc. to balance life events and career advancement
- Target 2 At least one male employee each year
Take childcare leave. -
■ Activities
- ・Promote participation in childcare by encouraging male employees to use childcare-related systems and disseminating information.
- ・Consider introducing a system that is easy to take with more diverse work styles, such as a short-term childcare leave system.
■ Results
Percentage of male workers who gave birth in the fiscal year before publication to the number of male workers who took childcare leave in the fiscal year before publication…14.3％
※Fiscal 2024 Results
Support for the Development of the Next Generation
Action Plan ※Formulated as a General Business Owner Action Plan in FY2021
Based on the purpose of the Act on Promotion of Measures to Support the Development of the Next Generation, which was fully enforced in April 2005, we will create an environment in which all employees can actively engage in child-rearing, and formulate the following action plan so that they can demonstrate their full potential with peace of mind while balancing work and child-rearing.
Plan period
From April 1, 2021 to March 31, 2026
Targets and Activities
- Goal 1 Enhance support to prevent job separation due to life events.
-
■ Activities
- ・We have formulated a plan to return to work from mental illness, sick leave, childcare and nursing care leave, etc. to return to work.
Build a system that allows you to return to work smoothly. - ・In addition to creating an environment for childcare leave that is easy to use, both men and women
We will create an easy-to-use atmosphere.
■ Results
Reinstatement Program
※Formulated on April 1, 2022
-
Reasons for leave
- ・My own personal injury
- ・Family etc.
Long-term care certification - ・Myself and
Partner
Childbirth and childcare
-
Response before leave
- ・By the boss
Explanation and intention confirmation - ※Company systems and procedures
We will inform you before taking leave and feel safe.
It will lead to leave and return to work. - ※When I am sick
This is not the case.
- ・By the boss
-
Leave of absence
- ・Benefits
- ・Contact as needed
- ・Interview
(if necessary) - ・Before returning to work
Items to be confirmed
-
Return to work
- ・Interviews after returning to work
- ・As needed
Care
- ・We have formulated a plan to return to work from mental illness, sick leave, childcare and nursing care leave, etc. to return to work.
- Goal 2 Establish a foundation that allows all employees to fully demonstrate their capabilities.
-
■ Activities
- ・Encourage the active use of work systems (flextime systems, telecommuting, etc.) that enable diverse work styles.
- ・As a result of daily labor management awareness and stress checks, etc., learning through line care training for workplace management
We aim to reduce the number of days leave for employees due to mental health problems.
■ Results
- ◎Introduction of flextime system
(April 1, 2021) - ◎Introduction of Remote Work System
(June 1, 2022) - ◎Clinical psychologists provide counseling for employees who have worked overtime for more than 45 hours
- ◎Conducted workplace interviews with clinical psychologists for departments that are judged to be high-loaded workplaces based on the results of stress checks
- ◎We recommend interview guidance by an industrial physician to employees who are judged to be highly stressed based on the results of stress checks.
Revision of the Act on Promotion of Women's Participation
Various data published based on
-
Occupied workers
Percentage of female workers…Full-time employees 64.0%※Joined in FY2024
-
Wage differences between men and women
92.5% of all workers
(86.5% of regular employed workers;
Non-regular workers 116.6%)※Fiscal 2024 Results
-
Difference in average length of service for men and women
Men 16.1 years Female 17.7 years Difference 1.7 years※Fiscal 2024 Results
-
Per month of workers
Average overtime hours…15. 2 hours※Fiscal 2024 Results