We will formulate an action plan in order to be a company that can provide backup for child rearing, taking into consideration the need to balance work and family life.
Action plan period: May 1, 2022 - April 30, 2024 (2 years)
Goal: Support employment that enables both childcare and career advancement after maternity leave (at least 1 person)
Description of Initiatives and Period of Implementation
Initiatives: Provide shorter working hours and a flexible work environment for employees after maternity leave.
| May 2022 | Consideration of an environment in which employees on maternity leave can easily continue working, such as shorter working hours and work locations. |
| June 2022 | Started a system of shorter working hours after maternity leave. Provide flexible work location options that allow employees to work from home or bring their children to work due to unavoidable circumstances, making effective use of office facilities. |
| February 2023 | Interview eligible employees about the system. Periodic follow-up. |
Initiatives: Aim to increase the rate of employees taking annual paid leave so that they can work in a more balanced manner to achieve a better work-life balance. (Aim for a 70% acquisition rate of at least 6 days per year)
| May 2022 | Survey the annual paid leave utilization rate and encourage employees to take it. |
| May 2023 | Aim for an 80% vacation usage rate of at least 6 days per year. Survey the annual paid leave utilization rate and encourage employees to take their annual paid leave so that the percentage will increase year by year. |