We have formulated the following General Employer Action Plan to establish an environment where all
employees can balance work and family life, fully demonstrate their individual capabilities, and achieve
autonomous career growth regardless of gender.
1. Plan Period
April 1, 2026, to March 31, 2031
2. Content
Goal 1: Autonomous Career Development and Mindset Transformation
Objective: To support autonomous career building, we will establish open-application/self-nomination
training programs across all organizational levels, thereby boosting the motivation of employees—
regardless of gender—to grow and excel proactively.
［Initiatives］
- April 2026 ~
・Promote the introduction and utilization of “self-nomination” training programs open to all employees, as well as online learning systems.
・Conduct training to eliminate unconscious gender role biases and cultivate a mindset that empowers employees to proactively manage
their work and achieve an optimal work-life balance. - April 2028 ~
・Introduce “Career Design Interviews” and specialized training to assist employees in drawing clear career visions and identifying their ideal
“To Be” state, with concrete organizational backing
・Fully launch the utilization of “Career Vision Sheets” to reflect these visions into actionable skill development plans, and establish a regular
follow-up structure by both supervisors and the HR department to align individual growth with rganizational advancement.
Goal 2: Promotion of Women to Managerial Positions
Objective: Foster an inclusive environment where diverse talent can thrive in leadership, and increase
the ratio of female managers (at the section manager level or higher) to 30% or more.
［Initiatives］
- April 2026 ~
・Implement development programs targeting managerial candidates to build core management skills and enhance career aspirations.
・Present diverse working-style models leveraging synergies within group companies to create an internal environment where aiming for
managerial positions feels accessible and attainable. - April 2028 ~
・Re-examine the application and enforcement of the performance evaluation system to ensure a thoroughly fair allocation of positions and
promotions completely free of gender distinction.
Goal 3: Work Environment Optimization, Compliance, and Well-being Awareness
Objective: Maintain a healthy, rewarding workplace by implementing awareness campaigns for
managers and all employees regarding compliance (specifically proper labor management and correct
system usage), and reduce the annual average of non-statutory (overtime) working hours per full-time
employee by 10%.
［Initiatives］
- April 2026 ~
・Conduct training at least once a year for managerial staff on “Working Hours Management,” “Mental Health Management,” and
“Harassment Prevention” to ensure proper leadership and oversight.
・Enhance ethical awareness regarding the appropriate use of company systems, preventing misuse while building a corporate culture
where those genuinely in need can freely and comfortably use available programs (e.g.,paid leave, flextime, telecommuting). - April 2028 ~
・Promote work standardization to correct any concentration of excessive workload on specific individuals, maintaining and strengthening a
structure that keeps overtime low and makes annual paid leave easy to take.
［Initiatives］
Goal 4: Awareness Campaigns on Male Childcare Leave
Objective: Create a supportive workplace culture that encourages male employees to take childcare
leave, and ensure that at least 2 male employees take childcare leave during the plan period.
- Octover 2026 ~
・Create comprehensive guidebooks and materials outlining the details of the childcare leave system and required application procedures,
and fully disseminate them to managers and employees.
・Active internal sharing and promotion of initiatives aimed at building a childcare-friendly workplace via the company intranet, leveraging
these efforts to attract and retain younger talent.
Date of Establishment: April 1, 2026