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Promoting Diversity and Inclusion

Our company group values diversity and strives to create a workplace where everyone can thrive. Through various support systems, we help employees balance work with childcare and caregiving responsibilities, enabling flexible work styles that accommodate different life stages.

Support for Balancing Work and Childcare

We foster a work environment that makes it easier for employees to continue working after childbirth, supporting those raising children. To promote the effective use of our programs, we encourage all employees--regardless of gender--to balance work and childcare smoothly. This includes pre-leave consultations and fostering a workplace culture where colleagues support one another.

Key Childcare Support Programs

Parental Leave	Employees may take leave until their child turns one, extendable up to two years.
pecial Leave for Spouse's Childbirth	Up to three days of leave are granted when a spouse gives birth.
Childcare Leave	Employees with children up to third grade (around age 9) receive five days of annual leave.
Staggered Working Hours	Employees may adjust their working hours by up to 90 minutes.
Reduced Working Hours	Employees with preschool children may shorten their hours by 1-2 hours.
Exemption from Overtime and Night Work	Employees with preschool children may be exempted or limited from overtime and night shifts.
Working Parents Support Allowance	Employees who take childcare leave for one month or longer receive a support allowance.

Support for Balancing Work and Caregiving

In response to challenges posed by an aging society and a shrinking workforce, we are committed to creating a workplace where employees can confidently continue working while providing care for family members.

Key Caregiving Support Programs

Caregiving Leave	Employees may take up to 93 days of leave, which can be split into up to three separate periods.
Caregiving Leave Days	Five days of leave per year are granted for each family member requiring care (up to 20 days per person).
Staggered Working Hours	Employees may adjust their working hours by up to 90 minutes.
Reduced Working Hours	Employees may shorten their hours by 1-4 hours until caregiving responsibilities end.
Remote Work for Caregiving	Employees can work from home when caring for family members living there.
Exemption from Overtime and Night Work	Employees may be exempted or limited from overtime and night shifts.
Caregiving Support Services Subsidy	Subsidies for caregiving supplies and discounts on out-of-pocket services are available.
In-House Loans for Caregiving	Employees may borrow up to 2 million yen for caregiving-related expenses.
Care Facility Admission Support Allowance	A lump-sum payment is provided when a family member is admitted to a care facility.
Caregiving Consultation Services	Employees can consult with caregiving experts for advice and support.

In addition to childcare and caregiving support, we are dedicated to fostering an environment where employees can choose work styles that fit their diverse lifestyles.
▶▶▶ For more information about our initiatives to promote diverse work styles, please visit [here].

Targets and Initiatives the Empowerment of Women

We are working to create a comfortable work environment in which employees can balance work and child-rearing so that all employees are able to demonstrate their individual capabilities to the fullest.
As part of these efforts, we have formulated an action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children.

Goal 1
Increase the ratio of male employees whose spouses have given birth to 100% or more, who use one or more of the following childcare systems; Childcare leave / Shorter working hours for childcare / Our original childcare leave.

Goal 2
We implement improvement measures to increase the utilization rate of our unique childcare support measure, the Working Parents Support Grant payment system.

＜Initiatives＞

Certifications and Awards