Action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children

We have developed the following action plan to enable all employees to fully demonstrate their abilities by creating a work environment where employees can balance work and child-rearing, and where all employees can work comfortably.

1. Plan Duration

Four years from April 1st, 2021 to March 31st, 2025

2. Content

Goal #1

Introduce a childcare leave system that exceeds the duration and frequency provided by the Childcare and Family Care Leave Act, as well as other childcare leave systems.

Goal #2

To attain the following targets for the acquisition of childcare leave within the designated planning period:

Goal #3

Improve the utilization of annual paid leave beyond the current state

Goal #4

Increase internship opportunities and information provision for college students and others

3. Past Initiatives

• Conducted surveys to increase awareness of company policies such as childcare leave, and promoted these policies
• Created and updated a handbook on pregnancy and childcare support
• Implemented a half-day paid leave system with an initial limit of ten times per year (five days) that was later modified to remove any frequency restrictions
• Implemented the exemption from scheduled overtime work until a child’s enrollment in elementary school and the short-time work system, both of which are legally applicable until the child’s 3rd birthday
• Under the short-time work system, employees have the option to select their working hours (statute of limitations for daily working hours is a maximum of 6 hours)
• Implemented a paid nursing leave system for employees with children
• Implemented community outreach initiatives aimed at promoting child and childcare-related activities, such as supporting non-profit organizations (NPOs) that promote healthy child development within the region
• Implemented employment experience opportunities for young individuals, such as internships, and conducted trial employment programs

Action Plan for General Business Owners for the Act on Promotion of Women's Participation and Advancement in the Workplace

We will formulate an action plan as follows in order to enable all employees to fully demonstrate their abilities and to create a comfortable working environment.

1. Plan Duration

Three years from April 1st, 2022 to March 31st, 2025

2. Our Situation

• There are categories of employment management (job groups) in which the proportion of female employees among new hires is low.


• The number of female employees in our workforce is small, and they are generally limited to a narrow range of departments and roles in comparison to their male colleagues.


• While our workplace provides supportive systems, such as childcare and reasonable working hours, there are certain physically demanding tasks and facilities that hinder the recruitment of female employees.

3. Quantitative Targets

• Achieve a hiring ratio of 30% or more for female full-time employees (As of Jan 2021 to Dec 2021: 23.7%)


• Attain a female workforce ratio of 20% or more (As of the end of Dec 2021: 18.0%)

4. Initiatives and Implementation Period

Action 1: Review recruitment and hiring criteria and procedures to make it easier for women to apply.

Apr 2022
The company will review the recruitment process and work environment for each job group and propose improvements to increase the hiring of female employees, as well as to set specific targets for hiring female employees in each job group.
Apr 2023
We will measure and analyze the actual results achieved against the predetermined target values, and establish new targets based on these results.

Action 2: Proactively promote opportunities to female job seekers.

Apr 2022
We will showcase the accomplishments of our female employees on our company website and strive to improve the quality of the content.
Apr 2023
We will implement internship programs aimed at expanding our diversity in recruitment.

We will aim to improve the work environment for physically demanding tasks and actively place female employees in departments or job categories where they are underrepresented.

Apr 2022
We will offer training to our managerial staff (department heads) on women's advancement, as well as legal considerations for employees during pregnancy and childcare.
We will interview department heads and employees to identify issues related to recruiting women and improving the work environment. Based on our findings, we will evaluate the challenges and determine appropriate courses of action.
Oct 2023
Based on the issues identified, we will work on improving the work environment.
Apr 2024
Proactively assigning women to departments or job roles where they are currently underrepresented.

Disclosure of information regarding women's advancement