Sustainability
General Employer Action Plan
Advancement of Measures to Support Raising Next-Generation Employees
Based on the Act on Advancement of Measures to Support Raising Next-Generation Children, we have developed the following action plan to promote the establishment of an employee-friendly workplace environment where employees can achieve a work-life balance for childcare, family life, and other areas and demonstrate their capability regardless of gender.
1. Period of plan
April 1, 2025, to March 31, 2028
Based on the Act on the Promotion of Women's Active Engagement in Professional Life, we have developed the following action plan to promote the creation of a workplace environment where women can fully demonstrate their capabilities and individuality and actively engage in management and other roles, and that offers long-term career development to both male and female employees.
2. Objectives and details
Objective 1: Disseminate information about systems used to safeguard the health of female workers during pregnancy and after giving birth.
- [Period of plan] April 1, 2025, to March 31, 2028
Establish regulations, then disseminate the details over the intranet.
Objective 2: Establish an environment that facilitates the ability of employees to take childcare leave and to return to work.
- [Period of plan] April 1, 2025, to March 31, 2028
- Review the operation system to include arranging substitute personnel during the period of childcare leave and creating manuals of operational details.
- Disseminate information concerning the treatment of employees during childcare leave and work conditions after childcare leave.
Objective 3: Ensure that workers who are raising children can continue to work and play an active role in the workplace.
- [Period of plan] April 1, 2025, to March 31, 2028
Implement training with the aim of promoting career development and improving the management and other capabilities of all workers.
Objective 4: Ensure that overtime work is within 10 hours on average per month for all employees.
- [Period of plan] April 1, 2025, to March 31, 2028
- Overtime work each month will be totaled, analyzed, and then discussed by the Health and Safety Committee.
- Employees who have excessive overtime in each department will be considered in terms of their duties and provided with guidance, and measures will be discussed every six months.
- Review the use of a flextime system.
Objective 5: Ensure the percentage of childcare leave taken by male employees is 75% or more.
- [Period of plan] April 1, 2025, to March 31, 2028
- Implement awareness-raising activities throughout the entire company to create a corporate culture that facilitates taking childcare leave.
- Implement training for management that promotes taking childcare leave, and establish an environment that makes it easier for male employees to take childcare leave.
Advancement of Measures to Support Women's Active Engagement in the Workplace
Based on the Act on the Promotion of Women's Active Engagement in Professional Life, we have developed the following action plan to promote the creation of a workplace environment where women can fully demonstrate their capabilities and individuality and actively engage in management and other roles, and that offers long-term career development to both male and female employees.
1. Period of plan
April 1, 2025, to March 31, 2028
2. Objectives and details
Objective 1: Ensure that overtime work is within 10 hours on average per month for all employees.
- [Period of plan] April 1, 2025, to March 31, 2028
- Overtime work each month will be totaled, analyzed, and then discussed by the Health and Safety Committee.
- Employees who have excessive overtime in each department will be considered in terms of their duties and provided with guidance, and measures will be discussed every six months.
- Review the use of a flextime system.
Objective 2: Ensure the percentage of childcare leave taken by male employees is 75% or more.
- [Period of plan] April 1, 2025, to March 31, 2028
- Implement awareness-raising activities throughout the entire company to create a corporate culture that facilitates taking childcare leave.
- Implement training for management that promotes taking childcare leave, and establish an environment that makes it easier for male employees to take childcare leave.
Disclosure accompanying the amendment of the Act on the Promotion of Women's Active Engagement in Professional Life
Our company publishes its performance and discloses information concerning women's active engagement pursuant to the Act on the Promotion of Women's Active Engagement in Professional Life. We strive to promote transparent disclosure and clearly communicate our initiatives for creating a workplace where women can participate actively. We do so by continuously disclosing data on recruitment, continuous employment, percentage of management staff, and other areas of participation as mandated by laws and regulations.
Wage disparity between men and women
| All employees | Regular employees | Non-regular employees |
|---|---|---|
| 70.1% | 68.5% | 72.7% |
Work opportunities provided to female employees (as of end March 2025)
Percentage of women among employees recruited
| Men | Women | Percentage |
|---|---|---|
| 11 | 11 | 50% |
Percentage of women in employment
| Men | Women | Percentage |
|---|---|---|
| 181 | 120 | 39.9% |
Percentage of women in management positions
| Men | Women | Percentage |
|---|---|---|
| 95 | 3 | 3.1% |
Percentage of women in officer positions
0%
Re-employment and mid-career recruitment by gender
Re-employment
| Men | Women |
|---|---|
| 3 | 1 |
Mid-career recruitment
| Men | Women |
|---|---|
| 7 | 6 |
Maintenance of a working environment that contributes to work-life balance (as of end March 2025)
Disparity in duration of continuous service between men and women
| Men | Women |
|---|---|
| 16 years 6 months | 12 years 5 months |
Percentage of men and women remaining in employment who were hired in the 10th business year prior and the business years immediately preceding and following said year
| Men | Women |
|---|---|
| 76.47% | 62.50% |
Childcare leave uptake rate by gender
| Men | Women |
|---|---|
| 85.71% | 100% |
Paid leave utilization rate
82.93%
Paid leave utilization rate by employment category
| Career-track employees | General employees |
|---|---|
| 84.04% | 74.83% |