We have developed a plan of action aiming to create a labor environment which enables female staff to fulfill their potential while balancing their work and social life.

A plan of action has been established aiming to create a labor environment which enables female staff to fulfill their potential while balancing their work and social life, as follows: 

1. Effective Period for the Plan

From April 1, 2017 to March 31, 2022

2. Our current Issues

[Issue 1] While the average number of years of continuous service of our female staff is above a certain level, few of them aspire to leadership positions.  In the first place, we have yet to realize the necessity for female staff leadership to be entrenched in our work environment.

>It is necessary to coach and nurture younger staff, as well as raise awareness of the female staff who are actually playing a leadership role at work and reform workplace management.

[Issue 2] In light of the increase of childbirth by mid-career staff who have accumulated significant knowledge and experience, we need to further strengthen our system to support them in balancing childbirth and childcare, and work.

>It is necessary to further improve the environment so that staff who must balance childcare and work can exercise their ability to the fullest at the workplace.

3. Goals

[Goal 1] Forming managerial positions for staff (the number of female managers, currently 0, will be increased to approximately 5)

<The details of the effort>

April 2017-

  Forming the managerial positions and considering staff appropriate therefor

September 2017-

  Providing explanations and coaching to the appropriate staff

  informing the workplace about such appropriate staff

January 2018 and thereafter -

  Aiming to achieve the goal while fulfilling the above PDCA cycle

[Goal 2] Strengthening our support system for balancing childcare and work

<The details of the effort>

We will maintain our continued efforts and increase our efforts thereto.

◆Thorough the provision of information on programs available during maternity / childcare leave and after returning to work (e.g., the support for balancing work and childcare including childcare leave-related programs, and welfare programs such as Benefit One)

◆Reviewing the details and business programs in order to support returning to work after childcare leave

4. Publication of information on the status of the success of women (Fiscal Year 2016)

  • ž  The proportion of female workers employed           85.29%
  • ž  Rate of taking childcare leave by gender                Male: 0%       Female: 100%
  • ž  The result of mid-career employment by gender     Male: 3 people    Female: 11 people

End

 

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