We formulated the following action plan with the aim of improving the employment enviroment for female workers in management positions.

1.Applicable period

April 1, 2021 to March 31, 2026

2.Issues that need to be addressed

No significant issues are observed in the proportion of new female workers to the total number of newly employed workers, Paid holidays taken and overtime work hours, but the proportion of female in management positions to the total number of managemant position is low and continuous support to enable both female and male employees to choose their careers is needed.

3.Goals and Initiatives

To increase the proportion of female workers in management positions (junior and middle managements) to more than 15%.

Goal 1. To increase the proportion of female workers on management positons(junior and middle managements) to more then 25%.

<Initiatives>
Support for Career Development

2021-

Expansion of career development assistance program 

2022-

Expansion of opportunities for female candidates of managers such as study sessions 

2023-

Consideration for ideal role model for management positions

To implement measures to enhance productivity (reduce overtime working hours)

2021-

Introduction of a work-from-home program

2021-

Implementation of Overtime work reducement

2022-

Consideration for broader choices of workstyle

Goal 2. The difference in the average number of 10years of service between male and female newly employed workers

<Initiatives>

2021-

Introduction of a consultation desk to support balanced work and childcare for all employees

2021-

Expansion of existing childcare support measures

2022-

Expansion of support for balanced work with childcare for shift work employees

2022-

Clarification of issues to address for diverse careers