Sustainability Diversity

MENU

Building an Employee-Friendly Workplace for All

We are putting all the pieces together to make NEWJEC an employee-friendly workplace for all, regardless of gender and through childbirth and childcare, with initiatives such as remote working; various PTO systems, including hourly PTO; and earning a 3-star Eruboshi certification.

Remote work
  • Remote work Virtual Desktop Infrastructure (VDI) deployed to create a system which enables employees to work from the comfort of their own home
Both male and female employees
Maternal and postpartum health management
  • Mothers given the time they need to receive health guidance or attend health checkups as stipulated in the Maternal and Child Health Act
  • Working hours reduced to prescribed hours during pregnancy
  • Based on doctor's guidance: Work restrictions, shortened work hours, time off, etc.
Female employees
Employment before/after birth
  • Employees not compelled to work within six weeks of their due date and for the first eight weeks after birth
Female employees
Paternal childbirth leave
  • Special five-day leave given when a spouse gives birth (from time pregnancy is known to two weeks after birth)
Male employees
Parental childcare leave
  • Childcare leave available upon request until the child reaches age one (or up to age two in certain conditions, e.g. no nursery openings)
Both male and female employees
Shortened hours for childcare
  • Select from four shortened work schedule options (6-hour days) until the child reaches age three
  • There are also overtime restrictions for both male and female employees
Both male and female employees
Overtime restrictions
  • Upon request by employees with children until they reach elementary school age, overtime limited to 24 hours/month and 150 hours/year
Both male and female employees
Restrictions on
non-scheduled work
  • Upon request by employees with children under age three, work over their scheduled hours is limited
Both male and female employees
Late-night work restrictions
  • Upon request by employees with children until they reach elementary school age, late-night work is limited
Both male and female employees
Sick childcare leave system
  • Employees can take up to 5 days of leave to tend to sick children with one child under elementary school age or up to 10 days with two children under elementary school age
Both male and female employees

Employees with Disabilities

We work with a communal indoor farm to employ people with disabilities in hydroponic vegetable cultivation. The vegetables harvested are distributed to employees as part of their benefits.

Project Providing Vegetables to Children's Cafeterias

Some of the vegetables harvested at the communal farm are supplied to a children's cafeteria on a regular basis.

Action Plan for Measures to Support the Development of the Next Generation

Based on the Act on Advancement of Measures to Support Raising Next-Generation Children, we have formulated the following action plan and are building an employee-friendly work environment for employees to balance work and childcare to help in hiring and retaining elite personnel.

1. Plan Period

September 1, 2022 to December 31, 2024

2. Description

  1. Improving the work environment to support work-life balance
    • Goal: To encourage workers to take leave for childcare purposes.
    • (Measures)
      • To establish a work climate in which both men and women can be involved in childcare and get at least 50% of eligible male employees to take childcare leave by the end of the plan period (80% including special paternity childbirth leave). Preserve the current 100% of female employees taking maternity childcare leave. (End of December 2024)
      • In order to achieve a working environment where childcare leave is easy to obtain, build a system in which workers can meet their superiors to talk over planned work arrangements and cooperative structures. (From October 2022)
  2. Develop diverse working conditions that help change our working patterns
    • Goal: To promote work-life balance for our employees.
    • (Measures)
      • Establish a flexible working system for all employees, including those working shorter hours. (Starting October 2022)
      • Reduce the total working hours by reducing overtime work and increasing the rate at which annual paid time off is taken. (Reductions confirmed at the end of each fiscal year (March))
      • Enhance support for childcare and nursing care. (Starting June 2023)
      • Enact considerations for employees undergoing fertility treatment to ensure that they are able to secure the necessary time for their treatment. (Starting June 2023)

Published: April 1, 2024

General Employer Action Plan to Promote Women's Advancement

In our company reorganization in April 2020, the Workplace Reform Promotion Group was established to enhance employee work-life balance. In recent years, the number and proportion of our female employees has increased. Still, the existing corporate culture, thinking, and values remain unchanged in some facets, and there are disparities in the use of the work-life balance support systems.
In promoting women's future advancement, the following action plan has been formulated to create a workplace in which work and life can be fairly balanced, for both male and female employees without distinction.

1. Plan Period

April 1, 2021 to March 31, 2026 (5 years)

2. Challenges

  1. Our current proportion of female employees (13%) is below the industry average (23%).
  2. The percentage of men taking paternal childcare leave is low at 27% (45% if including special paternal childbirth leave).

3. Quantitative Targets

  1. To have women comprise at least 20% of all new hires and reach a female employee percentage of at least 17% by the end of the plan period.
  2. To establish a work climate in which both men and women can be involved in childcare, and get at least 50% of eligible male employees to take childcare leave by the end of the plan period (80% including special paternity childbirth leave) while preserving the current 100% of female employees taking maternity childcare leave.

4. Initiative Details and Implementation Schedule

  1. Female employee ratio
    1. Continue regular recruitment of female employees. (Every year in April)
    2. Hire female mid-career employees and contract (non-regular) employees. (As appropriate)
  2. Childcare support
    1. To support balance between work and home, including childcare and housework, we will make known to all workers our systems and information on childcare, such as through a guidebook and raising awareness through in-house circulars. (September 2021)
    2. To increase leave rates, invitation emails will be sent to the employee and their supervisor. (As appropriate from September 2021)
MENU
Pagetop