Company
Action Plan Based on the Act on Advancement of Measures to Support Raising Next-Generation
Children and the Act on the Promotion of Women's Active Engagement in Professional Life
We have formulated an action plan as follows in order to create a working environment in which women can fully demonstrate their individual abilities.
1.Plan period
Five years from December 1, 2025 to March 31, 2030
2.Goals and efforts
Goal 1:
Increase the percentage of women for career-track employees to at least 20%.
● From December 2025
To increase the hiring of women for career-track positions, we will make it easier for women's applicants to envision working at our company through our recruitment website and brochures distributed to prospective hires.
Goal 2:
Increase the percentage of male employees taking childcare leave to at least 50%.
● From December 2025
Promote understanding of the childcare leave system among managers and colleagues.
● From April 2026
Interview those who have taken and those who have not taken such leave and ask about their personal situations, and consider measures to improve the childcare leave-taking rate.
Goal 3:
Keep the monthly average overtime hours per full-time employee under 20 hours.
● From December 2025
Promote departmental management of overtime, and the streamlining and leveling of work assignments.
Women’s Career Promotion Measures
1.Proportion of female employees out of total new employees
| Full-time employees | Administrative staff | Contract employees | Total | |||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Period | Men | Women | Total | Women Ratio |
Men | Women | Total | Women Ratio |
Men | Women | Total | Women Ratio |
Men | Women | Total | Women Ratio |
| Apr.1, 2015– Mar.31, 2016 |
7 | 2 | 9 | 22％ | 0 | 5 | 5 | 100％ | 0 | 0 | 0 | - | 7 | 7 | 14 | 50% |
| Apr.1, 2016– Mar.31, 2017 |
9 | 1 | 10 | 10％ | 0 | 7 | 7 | 100％ | 1 | 1 | 2 | 50％ | 10 | 9 | 19 | 47％ |
| Apr.1, 2017– Mar.31, 2018 |
6 | 2 | 8 | 25％ | 0 | 4 | 4 | 100％ | 1 | 1 | 2 | 50％ | 7 | 7 | 14 | 50％ |
| Apr.1, 2018– Mar.31, 2019 |
13 | 1 | 14 | 7％ | 0 | 9 | 9 | 100％ | 6 | 1 | 7 | 14% | 19 | 11 | 30 | 37％ |
| Apr.1, 2019– Mar.31, 2020 |
11 | 5 | 16 | 31％ | 0 | 6 | 6 | 100％ | 2 | 3 | 5 | 60% | 13 | 14 | 27 | 52％ |
| Apr.1, 2020– Mar.31, 2021 |
15 | 1 | 16 | 6％ | 0 | 7 | 7 | 100％ | 4 | 8 | 12 | 66% | 19 | 16 | 35 | 46％ |
| Apr.1, 2021– Mar.31, 2022 |
16 | 4 | 20 | 20％ | 0 | 6 | 6 | 100％ | 1 | 5 | 6 | 83% | 17 | 15 | 32 | 47％ |
| Apr.1, 2022– Mar.31, 2023 |
21 | 4 | 25 | 16％ | 0 | 6 | 6 | 100％ | 2 | 8 | 10 | 80％ | 23 | 18 | 41 | 44％ |
| Apr.1, 2023– Mar.31, 2024 |
16 | 6 | 22 | 27％ | 0 | 11 | 11 | 100％ | 9 | 11 | 20 | 55％ | 25 | 28 | 53 | 53％ |
| Apr.1, 2024– Mar.31, 2025 |
12 | 7 | 19 | 37％ | 0 | 8 | 8 | 100％ | 2 | 3 | 5 | 60％ | 14 | 18 | 32 | 56％ |
2.Proportion of women out of total number of employees
| Full-time employees | Business staff | Total | ||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Period | Men | Women | Total | Women Ratio |
Men | Women | Total | Women Ratio |
Men | Women | Total | Women Ratio |
| April 2015 | 247 | 23 | 270 | 8.5％ | 1 | 182 | 183 | 99.5％ | 248 | 205 | 453 | 45.3％ |
| April 2016 | 251 | 21 | 272 | 7.7％ | 1 | 184 | 185 | 99.5％ | 252 | 205 | 457 | 44.9％ |
| April 2017 | 249 | 23 | 272 | 8.5％ | 1 | 187 | 188 | 99.5％ | 250 | 210 | 460 | 45.7％ |
| April 2018 | 253 | 24 | 277 | 8.7％ | 1 | 187 | 188 | 99.5％ | 254 | 211 | 465 | 45.4％ |
| April 2019 | 249 | 25 | 274 | 9.1％ | 1 | 190 | 191 | 99.5％ | 250 | 215 | 465 | 46.2％ |
| April 2020 | 247 | 24 | 271 | 8.9％ | 1 | 191 | 192 | 99.5％ | 248 | 215 | 463 | 46.4％ |
| April 2021 | 251 | 29 | 280 | 10.4％ | 1 | 193 | 194 | 99.5％ | 252 | 222 | 474 | 46.8％ |
| April 2022 | 251 | 33 | 284 | 11.6％ | 1 | 193 | 194 | 99.5％ | 252 | 226 | 478 | 47.3％ |
| April 2023 | 260 | 34 | 294 | 11.6％ | 2 | 201 | 203 | 99.0％ | 262 | 235 | 497 | 47.3％ |
| April 2024 | 256 | 40 | 296 | 13.5％ | 2 | 210 | 212 | 99.1％ | 258 | 250 | 508 | 49.2％ |
| April 2025 | 248 | 44 | 292 | 15.1％ | 2 | 215 | 217 | 99.1％ | 250 | 259 | 509 | 50.9％ |
3.Ratio of paid leave days taken
| Fiscal year | Men | Women | Average |
|---|---|---|---|
| Year ended March 2015 | 56％ | 63％ | 59％ |
| Year ended March 2016 | 57％ | 69％ | 62％ |
| Year ended March 2017 | 63％ | 68％ | 65％ |
| Year ended March 2018 | 66％ | 72％ | 69％ |
| Year ended March 2019 | 67％ | 74％ | 70％ |
| Year ended March 2020 | 67％ | 73％ | 69％ |
| Year ended March 2021 | 61％ | 56％ | 59％ |
| Year ended March 2022 | 66％ | 64％ | 65％ |
| Year ended March 2023 | 75％ | 77％ | 76％ |
| Year ended March 2024 | 78％ | 83％ | 80％ |
| Year ended March 2025 | 70％ | 70％ | 70％ |
4.Comparison of Base Salaries Between Female and Male Employees
| Fiscal year | All employees | Full-time employees | Contract employees |
|---|---|---|---|
| Year ended March 2023 | 70.2％ | 69.7％ | 75.9％ |
| Year ended March 2024 | 69.2％ | 68.9％ | 83.0％ |
| Year ended March 2025 | 69.3％ | 68.7％ | 76.1％ |
5.Female Representation in Management
| Fiscal year | Managers | Women managers | Contract employees |
|---|---|---|---|
| Year ended March 2023 | 61 | 3 | 4.9％ |
| Year ended March 2024 | 71 | 3 | 4.2％ |
| Year ended March 2025 | 71 | 2 | 2.8％ |
6.Childcare Leave Participation Rate
| Fiscal year | Number of Employees Eligible for Parental Leave ✶① |
Number of Employees Who Took Parental Leave |
Parental Leave Take-up Rate |
|||
|---|---|---|---|---|---|---|
| Men | Women | Men | Women | Men | Women | |
| Year ended March 2023 | 9 | 13 | 3 | 13 | 33.3％ | 100％ |
| Year ended March 2024 | 9 | 15 | 1 | 15 | 11.1％ | 100％ |
| Year ended March 2025 | 10 | 18 | 0 | 18 | 0.0％ | 100％ |
| Year ended March 2026 (〜Nov.2025) |
4 | 18 | 3 *② | 18 | 75.0％ | 100％ |
*①All employees who are eligible for the Parental Leave Policy are counted as users of the policy.
(Cases in which employees returned to work after maternity leave only, without taking parental leave, are excluded.)
*②Three male employees used the Parental Leave Policy in fiscal year 2025, including one who exercised an entitlement arising in 2024.