Our Plan

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Breakdown

Enacted: April 1st, 2020
 

The action plans written here are taken in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on Advancement of Women's Activities in order to create an employment environment in which employees can achieve harmony in their work and life.
 

Three Part Plan: Five years from April 1st, 2020 to March 31st, 2025 

 

Goals and Strategies

 

Prepare Environment that Supports Balanced Work and Family Life for Pregnant Employees and Employees Raising Children

 

Goal: Encourage fathers to take leave at the time of their child's birth

<Strategy>
April 2020- Conduct an internal survey regarding leave taken by fathers at the time of their children's births to identify needs.
April 2021- Establish an improved leave system to accommodate fathers at the time of the births of their children, and make the system known to employees.
 

Goal: Implement measures to enable workers to secure time for childcare, including implementation of shorter working hours and flextime systems.

<Strategy>
April 2020- Conduct an interview survey with employees to understand their needs.
April 2022- Implement the system on a trial basis and clarify issues.
April 2023- Establish the improved system and ensure that all employees are aware.
 

Goal: Implement measures to provide leave for child nursing care

Strategy>
April 2020- As part of the family nursing care leave system, leave for the purpose of caring for the following family members living together will be approved as special leave.

  1. Caring for a child or elderly person in the case of sudden illness,
  2. Caring for a child or elderly person in the case of regular medical examination and treatment.

Details will be in accordance with the attached internal regulations.
 

Diversify Working Conditions based on Varied Working Styles 

 

Goal: Reduce overtime work through the introduction and expansion of no-overtime days and other measures, and raise awareness of said measures within the company

<Strategy>
April 2020- Identify internal issues related to introduction of no-overtime days.
April 2021- Introduction of no-overtime day system.
April 2020- Strengthen internal awareness- promoting activities to facilitate reduction of overtime work.
 

Goal: Promote use of annual paid leave

<Strategy>
April 2020- Increase the annual paid leave utilization rate by at least 1% compared to the previous year.
April 2021- Strengthen coordination between relevant departments to enable employees to take paid leave consecutively.
 

Community Involvement and Child/Young Adult Engagement

 

Goal: Conduct community contribution activities related to children and child-raising, including support for workers' active participation in community-wide child centered activities

<Strategy>
April 2021- Expansion of leave for community contribution.
April 2022- Revision of the leave system regarding community contribution.
 

Goal: Promote stable employment for young people through internships and trial employment

<Strategy>
April 2020- Actively utilize external training systems for new employees.
April 2021- Expand internship system to include foreign nationals, promote trial employment for mid-career hires.
April 2023- Promote trial employment of foreign nationals.

Unique, Best in Class Support for Our Members

 

 
1. Certification Acquisition and Renewal Support

We actively support our employees who strive to achieve their goals and hone their skills via certifications. We also encourage our members to keep their certifications current, and we facilitate studies for and acquisition of up-to-date certifications.
 

2. Communication Facilitation Support

We strive to create an environment where employees can freely and openly communicate with each other. With that goal in mind, we make special allotments for any activities that strengthen teamwork and deepen the channels of communication within and throughout our workplace.
 

3. Community Involvement Support

We encourage our employees to be active members of the community, and so we make arrangements for our members who do want to participate in community events whenever the opportunity arises, up to and including volunteer firefighting and sporting events.
 

4. Family Leave Support

We encourange our employees to have a strong family life. We value the kinds of support that a strong family foundation provides, and so we make allocations to ensure that our employees can give 100% both at home and at work.

5. Childcare Leave

We believe that men and women should contribute equally to child-raising responsibilites, and that doing so is an integral part of employee development. We ensure that all employees can take childcare leave unhindered, and they frequently do.