Actions for EmployeesGeneral Employer Action Plan
Act on Advancement of Measures to Support Raising Next-Generation Children
We hereby formulate the following action plan to improve the employment environment in a manner that supports employees in balancing work and child-rearing responsibilities, and to promote diverse working conditions for all employees, including those who are not engaged in child-rearing.
- 1Plan Period
- April 1, 2025 to March 31, 2030
- 2Contents
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Goal 1
We aim to create an employment environment that enables employees to balance work and child-rearing responsibilities, and that supports even those who are not engaged in child-rearing in achieving a harmonious work-life balance.
- Measures
- (April 1, 2025～) We conduct an annual quantitative review of the outcomes of our initiatives and evaluate opportunities for further improvement.
- Numerical Targets
- Increase the percentage of male employees taking childcare leave to at least 80% during the plan period. (At the time of planning:75%)
- Raise the proportion of female managers to 15.0% during the plan period. (At the time of planning:11.6%)
Goal 2During the plan period, we will review internal systems as part of our flexible work style initiatives to foster a more supportive and comfortable work environment for all employees.
- Measures
- (2025 to 2030) We are reviewing our telecommuting and employee benefits programs to better support diverse working styles.
- (2025) We conduct employee surveys to identify needs and inform future improvements.
Act on Promotion of Women's Participation and Advancement in the Workplace
Based on the ACT, in order to carry out the development and maintenance of employment environment in which women can play an active role, we develop an action plan as follows.
- 1Plan Period
- April 1, 2026 to March 31, 2030
- 2Aims, Approaches, and Implementation term
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Aim 1
Increase the ratio of female employees in managerial positions (section managers and above) to 15% or more. (At the time of planning:7.7%)
- Approach 1
- May, 2026- : Consider a comprehensive development plan for female managers.
- July, 2026- : Conduct career development training.
- November, 2026- : Evaluate training outcomes and consider measures for the following fiscal year and thereafter.
Aim 2Implement measures to raise awareness of internal systems to improve the utilization of programs that support the balance between work life and family life.
- Approach 2
- September, 2026- : Understand the usage of current systems.
- December, 2026- : Raise awareness of systems that are rarely used.
- March, 2027- : Start developing new systems.
- February, 2028- : Review current system usage and evaluate whether to implement new systems.
