Action Plan Based on Act of Promotion of Women's Participation and Advancement in the Workplace

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  1. Term of Plan
    April 1, 2016, to March 31, 2018
  2. Goals, initiative details, and timing

Goal 1 Recruitment:
Raise proportion of women in core career positions to more than 30%

  • Fiscal year ended March 31, 2016
    • Introduce our female employees active in the workplace on our recruitment website, provide company orientations for new graduates and other occasions, and publicize the activities of these women.
    • Encourage diverse work styles, and develop and reinforce systems that make it possible to balance work, childcare and nursing care commitments.
  • Fiscal year ending March 31, 2017
    • Continuously implement

Goal 2 Reduce long working hours:
Make average monthly overtime per full-time employee 13 hours (exceeding legal requirement)

  • Fiscal year ended March 31, 2016
    • Further promote overtime-free days and encourage people to take paid vacations
    • Ensure extensive labor management and promote work efficiency
  • Fiscal year ending March 31, 2017
    • Continuously implement

Goal 3 Training and recruitment:
Increase number of female managers (section heads and above) to more than 10 people.

  • Fiscal year ended March 31, 2016
    • Implement training to reinforce management capabilities
    • Implement job rotations and other initiatives to expand workplace and job category scopes for women
  • Fiscal year ending March 31, 2017
    • Continuously implement

Items for disclosure (Act of Promotion of Women's Participation and Advancement in the Workplace)

1. Recruiting

Proportion of female workers among full-time employees
Classification Males Females Female proportion
Global career category 30 14 31.8%
Regional career category 0 46 100%

* Number of people joining in April 2015

Classification Males Females Female proportion
Global career category 21 10 32.3%
Regional career category 0 23 100%

* Number of people joining in April 2016

2. Long working hours

Average overtime monthly for full-time employees
Classification Average overtime hours monthly
Global career category 21.0
Regional career category 8.7
Total for full-time employees 14.0

* Fiscal year ended March 31, 2015 (exceeded legal requirement by 8 hours)

Classification Average overtime hours monthly
Global career category 20.2
Regional career category 7.9
Total for full-time employees 13.1

* Fiscal year ended March 31, 2016 (exceeded legal requirement by 8 hours)

3. Training and recruiting

Proportion of female workers in managerial posts (section heads or above)
Classification Males Females Female proportion
Global career category 272 0 0%
Regional career category 0 1 -
Total for full-time employees 272 1 0.4%

* Number of people as of April 1, 2015

Classification Males Females Female proportion
Global career category 272 2 0.7%
Regional career category 0 4 -
Total for full-time employees 272 6 2.2%

* Number of people as of April 1, 2015

Action Plan Based on Act on Advancement of Measures to Support Raising Next-Generation

  1. Term of plan
    April 1, 2015, to March 31, 2017
  2. Details

Childcare initiatives

  • Taking childcare or other leave
    Male employees: 5 or more employees taking childcare leave every fiscal year
    Female employees: Have more than 95% of employees take childcare leave every fiscal year
    • Promote childcare leave by having personnel department send letters to eligible male employees.
    • After sending out letters, we will separately request leave-taking to the relevant individuals and their department heads.
  • Exploring measures to enhance understanding of childcare programs and make them more convenient
    • We will consider measures to make it easier to use childcare programs.
    • We will notify the employees through in-house channels to enhance understanding on of the details of programs.

Work-life balance initiatives

  • Encouraging employees to take more annual paid holidays
    • Verify status of holiday use and publicize internally to increase leave-taking.
    • Consider planned annual paid holiday allocations.
  • Reducing extra working hours
    • Further promote overtime-free days
    • Verify extra working hours and communicate internally to better manage workers.

Childcare Leave Rate Initiatives

Specific Initiatives in the Fiscal Year ended March 31, 2016

We set up the following goals to promote childcare leave.

  • More than 95% usage among female employees
  • 5 or more male employees taking leave

At the same time, endeavor to create an environment that is more conducive for males and females to take childcare leave.

Achievement in the Fiscal Year ended March 31, 2016

  • We have reached our goal, as all 48 female employees eligible took childcare leave.
  • We have achieved the goal for male employees, with the 11 eligible people taking childcare leave.

Initiatives and Planned Improvements in the Fiscal Year ending March 31, 2017

  • 5 or more male employees to take the childcare leave
  • More than 95% childcare leave taking among female employees

Initiatives to Maintain and Encourage Employee Health

Recognizing that it is important for the Company to maintain the physical and mental health of all employees so they can work comfortably and vigorously, we will endeavor to improve the work environment.

Specific Initiatives in the Fiscal Year ended March 31, 2016

  • Conducted individual stress diagnoses
  • Implemented four overtime-free days monthly
  • Prohibited smoking during regular work hours.
  • Promoted stair usage
  • Constrained overtime work

Achievement in the Fiscal Year ended March 31, 2016

Implemented the individual stress diagnoses, with 98% of intended individuals taking the tests
84.2% participation rate in overtime-free days
After implementing a non-smoking campaign with the National Federation of Health Insurance Societies, started prohibiting smoking during regular work hours from September.
Overtime work (reduced 5% from a year earlier)

Initiatives and Planned Improvements in the Fiscal Year ending March 31, 2017

Conduct employee stress checks.
Encourage non-smoking and non-smoking activities to maintain and promote employee health.
Continue to implement overtime-free days and restrict overtime to improve work-life balance.