General business owner action plan based on the Women's Achievement Promotion Act

Based on Article 8 of the Act on Promotion of Active Participation in Women's Professional Life, the following general business owner action plan will be formulated.

1 planning period

Five years from April 1, 2020 March 31, 2019

2 Content

Goal 1 We aim for a 30% female hiring ratio in new hiring.

[Countermeasures]

• April 2020
  We will assign female employees to recruiters and provide many opportunities for direct communication between female applicants and female employees during the recruitment selection process.

• April 2020
  We will actively introduce female employees who are active on the recruitment website and pamphlets.

Goal 2 We aim to maintain a 100% childcare leave acquisition rate for female employees and a male employee acquisition rate of 13% or higher within the plan period.

[Countermeasures]

• April 2020
  We support the smooth return to work from childcare leave by, for example, enhancing the follow-up of employees before and after childcare leave and during childcare leave.

• April 2020
  To encourage male employees to take advantage of childcare leave, we will provide individual awareness of the system, introduce examples of childcare leave, and provide support for raising awareness regarding childcare.

Goal 3 We will install or enhance the facilities and equipment necessary to promote the success of women based on the opinions and requests of employees and the actual circumstances of the workplace, and improve the working environment.

[Countermeasures]

• April 2020
  Based on the opinions of the workplace, we will enhance facilities such as a female-only rest room (nap room), a changing room and a shower room.

• April 2020
  We will enhance information provision and tie-ups regarding daycare centers near the company.

Goal 4 Promote employee awareness and behavioral reforms, including support for skill development and career advancement.

[Countermeasures]

• April 2020
  For female employees, we will send them to external education seminars and management training on the promotion of active participation by women to support their ability development and career development.

• April 2020
  We will provide managers with lectures on the Labor Standards Law, Equal Employment Opportunity Law and Harassment Prevention to ensure thorough compliance and raise awareness of women's active participation.

• April 2020
  We will establish a women's network so that female employees can consider the issues and solutions for promoting the success of women.

Goal 5 We will support the balance between work and family by introducing a system that contributes to various work styles that support child-rearing.

[Countermeasures]

• April 2020
  We aim to introduce a flexible work style system that enables effective use of time.

• A note on the gender pay gap
  Wages include regular wages, overtime allowances, bonuses, etc., but exclude retirement allowances, commuting allowances, etc.
  Regular employees include employees seconded to our company from outside the company whose salaries are paid by our company, but exclude employees seconded from our company outside the company.
  In addition, non-regular employees are rehired employees after retirement, excluding contract employees and dispatched employees.
  The wage gap between men and women is due to differences in the average age and length of service between men and women, as well as differences in occupations (including administrative assistants).
• Wages include basic salary, overtime pay, bonuses, etc., but excludes retirement allowances, commuting allowances, etc.
  Regular employees include employees seconded from outside the company to our company who are paid by our company, but exclude employees seconded from our company to outside the company. Non-regular employees include re-employed employees after retirement and part-time employees, but exclude contract employees and dispatched employees.
  The wage gap between men and women is due to the difference in average age and average years of service between men and women, as well as differences in job type (including administrative support positions).