General Employer Action Plan in Accordance with the Next-Generation Development Support Act and the Women’s Empowerment Promotion Act

We formulate the following action plan in order to develop an employment environment where women can play active roles and employees can strike a balance between work and childcare and nursing care.

1. Plan Period

 

April 1, 2026 to March 31, 2030 (4 years)

2. Goals and Initiatives

[Goal 1] To develop an environment that facilitates taking childcare leave and returning to the workplace, and to achieve the following childcare leave utilization rates:

 

- Male employees: 60% or higher

- Female employees: 100%

 

(Act on Advancement of Measures to Support Raising Next-Generation Children and

Act on Promotion of Women’s Participation and Advancement in the Workplace)

<Measures>

  • From April 2026: The Human Resources Department will assess and analyze the current status of childcare leave utilization and related issues.
  • From April 2027: The Company will provide training related to childcare leave for all employees.

 

 

[Goal 2] To improve operations so that the workload does not fall on specific employees, to keep the average monthly overtime hours per employee below 30 hours, and to limit annual statutory overtime hours per employee to 60 hours or less.

 

(Act on Advancement of Measures to Support Raising Next-Generation Children and

Act on Promotion of Women’s Participation and Advancement in the Workplace)

<Measures>

  • From April 2026: The Human Resources Department will ascertain and analyze the current overtime situation.
  • From April 2027: The Human Resources Department will check the overtime situation once a month and provide feedback to each department.

 

[Goal 3] To increase the percentage of women among new hires to 30% or higher.

 

(Act on the Promotion of Women’s Participation and Advancement in the Workplace)

<Measures>

  • From April 2026: The Human Resources Department will assess and analyze the current percentage of women among new hires.
  • From April 2027: In recruitment, the Company will actively employ women for positions where few women are currently assigned.
  • From June 2028: In recruitment, the Company will reinforce public relations activities to increase the number of female applicants.