Corporate information

1.Planning period

August 1, 2023 to July 31, 2025

2.Our challenges

1) The percentage of women hired for managerial candidate positions (planning positions) is low.
2) There are no female managers who are active on the front lines.

3. Goals, initiative details, and start date

1) Goal

We aim to increase the ratio of female workers to 30% or more among all new hires.

Effort details

From October 2021 Onwards, regarding recruitment for departments with few women, we will fully recruit women who belong to the department.
From October 2021: Actively appealing that women can play an active role on the job posting page of the company website.

2) goals

Aiming for more than 20% of planning staff to be candidates for managerial positions.

Effort details

From October 2021, in addition to new hires, we will set up a job change system to encourage promotion to planning positions.

3) Goal

Since the women currently enrolled in career-track positions are in a lower age group than the standard age for promotion to managerial positions, we will foster a workplace culture in which women can play an active role for a long time in preparation for future promotion to managerial positions.

Effort details

From August 2021: To make it easier for employees to return from maternity and childcare leave, we will strengthen the provision of company information during that period.

4. Information disclosure

Percentage of female workers among hired workers: 12.5%
Paid vacation acquisition rate: 69.3%
Ratio of female wages to male wages: All employees 75.5%, regular employees 79.1%, non-regular employees 87.9%