Action Plans and Initiatives
Action Plan for General Business Operator
We formulated the following action plan in light of the Act on Advancement of Measures to Support Raising Next-Generation Children and with an eye to creating a comfortable work environment for all employees as we do our part to help families raising children.
1. Period:
December 1, 2022 – November 30, 2024
2. Outline
Goal 1: Create a work environment that enables employees to more easily manage childcare, family care, and their own healthcare, so they don’t feel a need to give up working for the company
1. Revise the reasons for using the accumulated leave program currently in operation (to include infertility treatment, etc.) as well as the number of days that can be accumulated in order to enhance the program and make it easier to use.
[Starting on December 1, 2023]
2. Inform all employees of family care-related programs and other benefits, which are currently not well understood or recognized within the company, in a way that ensures everyone understands how they work.
[Starting on December 1, 2022]
Goal 2:
Encourage male employees to take paternity leave and childcare leave
1. Increase the percentage of employees taking paternity leave to 70% from 67%. Strongly encourage employees to take paternity leave upon learning that their spouse is going to give birth, so they can attend the birth, complete hospital discharge procedures, file notifications, etc.
[Starting on December 1, 2022]
2. Increase the percentage of male employees taking childcare leave to 70% from 67%. Strongly encourage male employees to take childcare leave upon learning that their spouse is going to give birth.
[Starting on December 1, 2022]
Goal 3:
Continue to encourage employees to take their paid annual leave
1. Set a target for the percentage of employees taking paid annual leave (65% on average over two years).
[Starting on December 1, 2022]
2. Increase the maximum number of days of paid annual leave that can be taken in hourly increments.
[Implement on April 1, 2024]
Action Plan for General Business Operator (Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace)
We formulated the following action plan based on the above-mentioned Japanese law in order to create a work environment where women can enjoy long careers and grow professionally as we aim to realize a society where they are able to reach their full potential.
1. Period:
December 1, 2022 – November 30, 2024
2. Outline
Goal 1:
Increase the percentage of full-time female employees in managerial positions equivalent to section managers (MN grade) (to 6% from 4.8%), with an eye to increasing the ratio of women in managerial positions
1. In order to increase the percentage of full-time employees equivalent to section managers (MN grade, currently 0% of female employees), encourage female employees in positions that are equivalent to deputy section managers (S1 grade, one level below the MN grade, 38% of female employees) to take the promotion examination.
[Implement in December 2022]
2. Encourage female employees to change their job classification to career-track or region-specific career-track positions (at least one employee per year).
[Implement in April 2023]
3. Spotlight female managers as role models so female employees can more easily envision themselves in management positions.
[Begin planning in April 2022]
Goal 2:
Expand the availability of leave and other programs to foster a better employee work-life balance
1. Expand the availability of the child nursing care leave and family care leave programs by revising eligibility, the number of days granted, etc. based on employee input.
[Begin planning in December 2023]
2. Examine and enhance the current telecommuting program to make it easier to use and help employees balance their work and family life.
[Begin planning in April 2023]
