General Business Owner Action Plan

Act on Advancement of Measures to Support Raising Next-Generation Children Act on the Promotion of Female Participation and Career Advancement in the Workplace

Act on Advancement of Measures to Support Raising Next-Generation Children

In order to enable employees to balance work and child-rearing, and to enable all employees to fully demonstrate their abilities, an action plan will be formulated as follows.

1. Planning period: five years from April 1, 2020 to March 31, 2025

2. Contents

"Development of an employment environment to support the balancing of work and family life of workers who are raising children"

<Objective 1>

Promote awareness of childcare leave and other general support systems for balancing work and family life based on the Childcare Leave and Family Care Leave Law.
Action Plans
- From April 1, 2020
  Continue to provide 100% of individual explanations of systems and benefits related to childcare leave to employees whose spouse or themselves are expecting a newborn.

<Objective 2>

Spread information regarding matters related to treatment during childcare leave, wages and assignments after childcare leave, and other working conditions
Action Plans
- From April 1, 2020
  Continue to individually provide 100% explanations of matters related to working conditions, such as treatment during leave, wages and assignments after leave, to all employees who take childcare leave.

<Objective 3>

Establishment of a consultation service for health management of employees during pregnancy and after childbirth
Action Plans
- From April 1, 2020
  Establish and display a consultation desk for health management during pregnancy and after childbirth in the Human Resources Division, and make this action known during regular mental health education sessions.

"Development of diverse working conditions that contribute to the review of working styles"

<Objective 4>

Increase the utilization rate of memorial leave to 100% in order to promote the use of annual paid leave
Action Plans
- From April 1, 2020
  Make the system known to employees and their managers, and encourage them to use the leave
  FY 2019 Results 83%

<Objective 5>

Promotion of stable employment and independent living for young people through internships, etc.
Action Plans
- From April 1, 2020
  Continue to accept at least one student per year through universities, and also continue to accept at least one student per year for work experience for junior high school students.

Act on the Promotion of Female Participation and Career Advancement in the Workplace

Formulate the following action plan to realize an employment environment in which employees can play an active role regardless of their gender.

1. Plan period: five years from April 1, 2020 to March 31, 2025

2. The Company's challenges

Few female applicants for and a small percentage of female workers in management positions
Annual paid leave utilization rate varies by individual

3. Targets, details of initiatives, and period of implementation

<Objective 1>

"Increase the number of women in the workforce" (increase the percentage of women in the workforce to at least 20%)
Action Plans
- From April 1, 2020
  Policies and targets set to increase recruitment of female engineers
- From April 1, 2021
  Review of recruitment and hiring standards and practices that are difficult for women to meet (e.g., collaboration with universities to reach out to female students, introduction of female employees active in the Company in company brochures, etc.).
- From April 1, 2022
  Conduct proactive PR activities to recruit women.

<Objective 2>

Raise the annual paid leave utilization rate to 30% or more for all employees so that professional life can be balanced with family life, and so that both men and women can help each other and contribute to society.
Action Plans
- From April 1, 2020
  Survey and analyze departments and individuals with low vacation usage to understand the causes of obstacles to vacation usage.
- From April 1, 2021
  Instruct the department head to eliminate the cause.
- From April 1, 2022
  Encourage department heads and individuals in departments that have not achieved their goals to use leave.

<Objective 3>

Improve the ratio of female workers in each job class
(Increase the ratio of women in positions of deputy workplace manager and above to 3% or more.)
Action Plans
- From April 1, 2020
  Identify evaluation criteria, operations, etc. that are difficult for women to meet when being promoted to management positions.
- From April 1, 2023
  Review and make known the evaluation criteria.