Action Plan for Promoting Women's Advancement

Action Plan for Promoting Women's Advancement

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Action Plan for Promoting Women's Advancement

We have established a three-part action plan for hiring, retention, and promotions as detailed below in order to allow women to demonstrate their full potential as desired and prepare an employment environment in which they can play an active role in leadership positions in line with the purpose of the Act on the Promotion of Female Participation and Career Advancement in the Workplace, which is to steadily advance initiatives to promote the active participation of women.

Period

April 2016 to March 31, 2025

1. Hiring

Target
Raise the percentage of women among hires and the percentage of female workers to 40% by 2025.
Measures
・ Referral of female employees through recruiting PR tool
・ Hold round-table discussions for job applicants to hear directly from female employees of the Group on their work styles, job descriptions, work-life balances, and more.
Status
(1) Percentage of women among hires (FY 2021) 28.8%
(2) Percentage of female workers (March 31, 2021) 28.6%
The percentage of women has continued to rise since the establishment*, but we will continue to engage in activities to promote the advancement of women.
*Percentage of women among hires (FY 2014) 21.4% Percentage of female workers (October 1, 2015) 18.8%

2. Retention

Target
Establish a paid leave acquisition rate of 50% or higher and a childcare leave acquisition rate of 100%.
Measures
・ In order to promote the planned acquisition of paid leave, we have clearly laid it out in the employment regulations and will put together annual acquisition plans in the target interviews held at the beginning of the year. The Human Resources Department will manage the status of acquisition of paid leave. The leave acquisition rate will also be tied to evaluations of those in management positions to foster a culture that promotes work-life balance among all employees.
・ We will make a 100% lump sum payment for childbirth and extend reduced working hours for raising children until they enter elementary school in order to promote the continued employment of female employees even during life events.
Status
(1) Paid leave acquisition rate (FY 2021) 50.3%
(2) Childcare leave acquisition rate among women (FY 2021) 100.0%
The rates have continued to rise since the establishment* of measures, and we have reached the targets, but we will continue to engage in activities to promote the acquisition of paid leave.
*Paid leave acquisition rate (FY 2014) 28.1% Childcare leave acquisition rate among women (April 2012 to March 2015) 92.9%

3. Promotions

Target
Raise the percentage of women in management positions to 20% by 2025.
Measures
・ Carry out career training and interviews for employees to think about their own careers at set times (third year after joining the company, life events, after returning from extended leave, etc.).
・ Make female employees who have been in charge of operations as regular service employees area generalists and expand their duties. Additionally, provide education and training for female employees who will be put in area management positions in conjunction with this system change and their supervisors.
Status
Percentage of women in management positions (FY 2021) 3.2%
The percentage has been rising since the measures were established*, but it is still well below the target, and that is a challenge.
*Percentage of women in management positions (October 2015) 0.96%

4. Other

In addition to the measures above, we are working on initiatives to promote diversity based on employee feedback.

<Supplement>
The scope of calculations includes full-time and non-full-time employees of 11 group companies.
(As of March 31, 2021: SINANEN HOLDINGS CO., LTD./MELIFE-WEST Co., Ltd./MELIFE Co., Ltd./MELIFE-EAST Co., Ltd./MELIFE Hokkaido Co., Ltd./Hidaka Toshi Gas Co., Ltd./SINANEN CO., LTD./SINANEN BIKE Co., Ltd./SINANEN ECOWORK Co., Ltd./Sinanen Zeomic Co., Ltd./Minos Co., Ltd.
(LPG delivery company, home construction company, and maintenance company which have restrictions on female employment due to handling of heavy loads not included in calculations)