In order to create an employment environment where all employees, both men and women, can thrive, the following action plan has been formulated.
- Plan Period: August 1, 2025 – July 31, 2027
- Company Issues: Based on the current situation where there are no female managers who can serve as role models and no employees applicable for childcare or nursing care, there is a need to establish systems that make it easier for all employees to work, regardless of gender or life stage, and that prepare for the future.
- Goals and Initiatives / Implementation Period
Goal 1: Goals Related to Providing Opportunities in Professional Life
Regardless of gender, increase opportunities for young employees to demonstrate leadership and develop future management candidates.
Numerical Targets: By July 2027, have a total of at least 3 young employees who have experienced leadership appointments. Achieve a response rate of 80% or higher in the career awareness survey.
＜Implementation Period / Initiatives＞
- November 2025 – Conduct a career awareness survey targeting young employees.
- December 2025 – Based on the survey results, introduce a leader appointment system for each department.
- April 2026 – Begin discussions on introducing external training and a mentoring system.
- July 2026 – Evaluate the progress of development and formulate the training policy for the following year.
Goal 2: Goals Related to Balancing Professional and Family Life
Prepare for future life events (such as childcare and nursing care) by developing and promoting flexible work systems.
Numerical Targets: Achieve a 100% distribution rate of the system guidebook (to all employees). After conducting a system understanding survey, raise the recognition rate of the system to 70% or higher. Achieve a 90% or higher participation rate of managers in the system utilization simulation training.
＜Implementation Period / Initiatives＞
- November 2025 – Create an internal guidebook on childcare and nursing care systems.
- December 2025 – Conduct system utilization simulation training for managers.
- April 2026 – Conduct an employee survey to assess understanding of the system and identify areas for improvement.
- July 2026 – Reflect the survey results to review and update the system, and promote awareness among employees.
※This action plan will be reviewed flexibly in response to changes in employee composition and business environment.