Our Impact
General Business Owner Action Plan
1.Planning Period
From April 1, 2024, to March 31, 2026 (2 years)
2.Contents
Goal 1 (Women’s Participation Law, Next-Generation Law)
To cultivate an organizational culture where each individual’s uniqueness is embraced, we will conduct awareness-raising activities related to DEI (Diversity, Equity, and Inclusion) for all employees at least once a year.
【Initiatives】
- Starting in July 2024: Implement unconscious bias awareness activities for all employees
- Starting in August 2024: Promote various forums (DEI Caravan) to facilitate discussions between management and employees to enhance understanding of DEI
Goal 2 (Women’s Participation Law, Next-Generation Law)
To foster a workplace culture where both men and women can successfully balance work and family, we aim to achieve a 100% paternity and parental leave rate for men, along with an average of more than 20 vacation days per employee.
【Initiatives】
- Starting in May 2024: Implementing measures to promote awareness of available leave systems and sharing personal experiences on the internal website.
- Starting in June 2024: Sending encouragement emails to male employees eligible for parental leave and their supervisors, tracking leave usage, and sharing the data with each department.
Goal 3 (Women’s Participation Law)
To further promote women's participation in management, we will enhance measures aimed at understanding and changing mindsets for female and male employees, aiming for a female managerial staff ratio of over 6%.
【Initiatives】
- From May 2024: Promoting subcommittee activities aimed at understanding the purpose of DEI promotion and women's empowerment for male employees
- From August 2024: Setting KPIs for the ratio of female organizational leaders by organization and developing and promoting a roadmap for achieving it, expanding off-JT initiatives.
