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General Business Owner Action Plan

General Business Owner Action Plan

Plan based on the Next Generation Nurturing Support Measures Law

We will create a work environment in which employees can exercise their abilities and work in harmony with their work and personal lives, and also create a comfortable work environment,
In order to review working styles and support more involvement in child rearing, the following action plan will be developed.

planning period

April 1, 2024 - March 31, 2027

Objective 1.
Reduce long working hours and achieve work-life balance

Countermeasures

  • Monthly tally of overtime hours and efforts to reduce overtime while providing guidance mainly to departments that work excessive overtime
  • Improve the situation of work overload by assigning the right people to the right jobs and hiring personnel as needed.
  • Aiming to improve operations and efficiency by promoting DX

Objective 2
Promoting the use of childcare leave and family care leave

Countermeasures

  • Establish an environment that facilitates the use of childcare leave and family care leave, and publicize examples, related systems, and consultation services.
  • To encourage male employees to take childcare leave, disseminate information on the details of the system and the experiences of those who have taken childcare leave.

Plan based on the Law for the Promotion of Women's Activities

In accordance with Article 8 of the Law Concerning the Promotion of Active Roles for Women in Their Working Lives, the following general business owner action plan shall be formulated.

planning period

April 1, 2024 - March 31, 2027

Objective 1.
Increase the percentage of women among full-time mid-career hires to at least 40%.

Efforts

  • April 2024- Actively introduce female employees who are active within the company both internally and externally.
  • September 2024- Provide information on childcare leave, company sales system, company-led nursery schools, etc.
  • February 2025- Proactively consider study sessions and training sessions on women's work styles.

Objective 2
Annual paid leave utilization rate of at least 75%.

Efforts

  • October 2024- Monitor use of annual paid leave and periodically encourage employees with low use rates to take paid leave.
  • December 2024- Established a day to encourage all employees to take paid holidays.
  • February 2025- Institutionalize and promote the use of paid time off on anniversaries.

Past Performance

Percentage of women to mid-career permanent hires

Year 2023 Year 2022 Year 2021
Women (persons) 10 6 9
Overall (persons) 31 16 16
Percentage (%) 32% 38% 56%

Annual paid leave utilization rate (%)

Year 2023 Year 2022 Year 2021
Part-time and contract employees 87.5 81.9 81.1
regular employee 70.1 68.7 44.9
whole 73.8 72.2 54.2