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Action plan for supporting next generation child-rearing
Formulation: April 1, 2021 Updated: April 1, 2023
Personnel and General Affairs Department Nobuya Shimo
We have formulated the following action plan to enable all employees to fully demonstrate their abilities by creating an environment in which all employees are able to balance work and childcare, and where all employees can work comfortably.
- 1.Period of the Plan
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Five-year period from April 1, 2021 to March 31, 2026.
- 2.Plan details
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- Target1
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Raise awareness of childcare in workplaces, the status of childcare leave taken during the plan period is as follows
State of acquisition of childcare leave:
At least one acquiring the leave among male employees entitled to it Maintain the state in which all the women entitled to it acquire it and return to work - Action
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From fiscal year 2023
- Createasituationwhere employees do not hesitate to take childcare leave
- We will regularly disseminate information about various systems related to childbirth and childcare through the intranet, etc.
- Prepare internal documents regarding childbirth and childcare and distribute them to both male and female employees.
- Target2
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Create an environment for diverse and flexible workstyles ( by encouraging workstyles that offer flexibility in terms of location, such as working from home and teleworking)
- Action
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From fiscal year 2023
- Institutionalize working from home and teleworking and create an environment where they can be smoothly implemented
- Target3
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Let children experience the fun of science and chemistry.
- Action
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From fiscal year 2023
- Promote understanding of science and chemistry by exhibiting at events for elementary, junior high, and high school students
- Cooperate in school education for elementary schoolchildren, such as visiting lessons
Action plan for women's career participation and advancement
Formulation: April 1, 2021 Updated: April 1, 2023
Personnel and General Affairs Department Nobuya Shimo
In order to create an employment environment where female employees can thrive, we have formulated the following action plan.
- 1.Period of the Plan
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Five-year period from April 1, 2021 to March 31, 2026.
- 2.Our problem
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- The ratio of female employees is low.
- There are few female applicants, and the ratio of the number of employees hired is unbalanced.
- The ratio of female managers is low.
- 3.Plan details
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- Target1
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During the plan period, maintain the ratio of women among new graduate hires to 30% or more (cumulative).
- Action
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From fiscal year 2023
- Disclose the ratio of employees taking childcare leave and othe r figures and feature some actively working female e mployees on recruitment media to positively advertise our company as a women-friendly workplace.
- Create and improve workplaces and necessary environments for women's career participation.
- Provide female employees with career education.
- Target2
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Maintain overtime working hours for all employees within an average of 10 hours per month.
- Action
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From fiscal year 2023
- Implement a no-overtime day to raise awareness against overtime working.
- 4.Information disclosure
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- Recruitment (as of March 31, 2023)
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- Percentage of female workers among workers
- 17.1%
- Number of new graduate hires in the past three years
- Number of people hired in 2020: 4 men, 2 women
Number of people hired in 2021: 5 men, 2 women
Number of people hired in 2022: 6 men, 1 woman - Mid-career recruitment ratio of regular employees
- FY2020 33.3%
FY2021 41.6%
FY2022 61.1%
- Continued employment/work style reform
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- Average years of continuous employment
- 21.9 years for men, 12.1 years for women, average 20.4 years (as of March 31, 2023)
- Average age
- 49.0 years old for men, 39.9 years old for women, average 47.6 years old (as of March 31, 2023)
- Monthly average overtime work hours
- 8.3 hours (2022 results)
- Average annual paid leave acquisition rate and average number of days taken
- 61.1%, 12.4 days (2022 results)
- Number of people eligible for childcare leave
- 12 men, 3 women
- Number of participants
- 11 men, 3 women
- Take rate
- 91.1% for men*, 100% for women *Includes childcare leave
- All results are for 2022. The acquisition rate for women has continued to be 100% for the past 10 years.
- Evaluation/Promotion (as of March 31, 2023)
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- Percentage of female workers among those at section manager level
- 17.1%
- Percentage of female workers in managerial positions
- 2.8%
- Percentage of women among executives
- 0%
- Re-challenge (diverse career courses)
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Mid-career recruitment results by gender
- 2020
- 3 men: 0 women
- 2021
- 4 men: 1 woman
- 2022
- 10 men: 1 woman
- Situation regarding the development and improvement of vocational skills
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- Existence and content of training
- Yes: New employee training, new executive training (chief, section manager, section manager), safety training, etc.
- Existence and content of self-development support
- Yes: Correspondence education system
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