Promotion of work-life balance
We support employment environment and promote work-life balance to cope with both work and their families and to exert their own ability enough followings;
Purposes
- ・reducing overtime work.
- ・promoting to acquire annual paid holiday
- ・promoting to acquire childcare leave and short-time work system for employees who have preschool children.
- ・Arranging working environment for woman to show their identity and ability.
Concrete steps
- ・Carrying out a monthly check of working hours of every employees for the reduction of overtime work.
- ・Sharing problems about the sections or employees that have a low acquisition rate and improvement of acquisition rate for promoting
to acquire annual paid holiday.
- ・Apply a flex-time system to every employees.
- ・Compellation of promoting to acquire annual paid holiday and no-overtime day regularly.
- ・Carrying out a stress check to prevent a mental slump of managers before they happen.
- ・Reflection of employees’ voices to company from labor union through labor‐management consultation.
- ・Arranging a safe work environment through Safety and Health Committee for working.
- ・Enhancing the training content for managers, and foster an awareness of management regardless of gender.
- ・Disseminate information about the childcare leave system and confirm the intention to take leave individually.
- (Operation in accordance with the 2022 Revised Child Care and Nursing Care Leave Law)
Current status of women's activities
| |
April-2021 |
April-2022 |
April-2023 |
| Percentage of female workers in line managers |
6.0% |
6.3% |
6.6% |
| |
April-2021 |
April-2022 |
April-2023 |
| Average years of service for women |
7.3 years |
8.1 years |
8.1 years |
- Difference in Average years of service for men and women：women 8 years and 1 month
- （men 12 years and 8 month）as of April 2023
| FY2022 |
All employees |
Full-time(Regular) employees |
Part-time/Fixed-term employees |
| Salary gap for men and women |
75.2% |
74.0% |
57.6% |
