Regardless of gender, we offer ongoing support to help diverse employees make their own career choices and maximize their potential. By improving the workplace environment to enable employees to balance their work and childcare responsibilities and give them peace of mind, we aim to help them thrive both at work and in family life.
*In the following, the Act on the Promotion of Women’s Active Engagement in Professional Life and Act on the Advancement of Measures to Support Raising Next-Generation Children are shortened to the “Act on Promotion of Women’s Engagement” and the “Act on Next-Generation,” respectively.
April 1, 2025 to March 31, 2028
Goal 1: Increase the proportion of female workers in management positions (junior and middle managements) to more than 25% (Act on Promotion of Women’s Engagement)
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2025‒ |
・Implement individualized development support programs aligned with employees’ respective motivation, skills, life events, and career advancement opportunities. ・Discuss and implement measures for female employees to foster the mindset of aiming for managerial positions. |
Goal 2: Implement measures to reduce overtime hours by enhancing productivity in line with the internal and external business environment, and decrease the monthly overtime hours per worker* to no more than 17 hours. (Act on Promotion of Women’s Engagement, Act on Next-Generation)
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2025‒ |
Monitor overtime hours and analyze and verify the tendency to engage in long overtime work. |
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2026‒ |
Closely examine internal tasks in view of the above validation results; reduce long hours of overtime work by taking measures to address changes in the business environment and unexpected events (e.g., reconsider personnel allocation, streamline operations by using IT systems, eliminate or postpone tasks) |
*The total average monthly hours of overtime work and holiday working hours per full-time worker
Goal 3: Build a corporate culture where employees feel comfortable to concentrate on parenting by using childcare leave and other internal childcare support programs, and support childcare leave recipients returning to work by providing parenting support programs. (Act on Next-generation)
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2025‒ |
Analyze needs related to different work patterns and characteristics, and expand childcare support programs accordingly. |
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2026‒ |
Conduct the above needs analysis on an ongoing basis and consider and introduce new childcare support programs. |
Goal 4. Encourage male employees to take childcare leave, increasing their childcare leave ratio to 95% or higher. (Act on Next-generation)
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2025‒ |
Continue to provide information and raise awareness of various programs to increase the male childcare leave ratio and analyze why some male employees do not take childcare leave. |
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2026‒ |
Consider and implement measures to improve the childcare leave ratio in view of the above analysis results. |
