In fiscal 2014, we launched a diversity promotion project, identified new issues and determined measures by fiscal 2015, and introduced measures to enhance systems and support career development. Specifically, we have established a childcare support system that allows employees to work shorter hours until their youngest child reaches the third grade of elementary school, in order to ensure flexible working hours for employees returning from childcare leave to balance childcare and work. . In addition, to ensure that all female employees can fully demonstrate their abilities and play an active role, we conduct continuous career interviews and conduct questionnaire surveys to confirm the needs of female employees, and consider necessary measures.
In addition, we are expanding the range of occupations for women, such as assigning female employees to technical positions and sales, where there were few female employees until now.
We are promoting an action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace with the following goals.
(Plan period: April 1, 2021 to March 31, 2026)
- Maintain a female ratio of 40% or more among recruits (generalist employees).
- We will support the career development of employees and promote the use of various systems for female employees.
- We will maintain an average length of service for women of at least 13 years.
- Double the percentage of women in managerial positions (executives) from the current level (when the action plan was formulated on April 1, 2021) (benchmark 2.4% (6 women)).
