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.

Information disclosure regarding the success of women

Publication item year Rate
Ratio of female workers to hired workers 2019 degree 13.5%
Ratio of female workers to total workers March, 2020 17.5%
Rate of childcare leave taken by gender 2019 degree Male: 8.6%
Female: 100.0%
Annual paid leave acquisition rate 2019 degree 59.5%
Percentage of female workers in managerial positions March, 2020 0.8%
Percentage of female officers March, 2020 4.8%