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 |
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Maternal and postpartum health management |
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Employment before/after birth |
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Paternal childbirth leave |
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Parental childcare leave |
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Shortened hours for childcare |
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Overtime restrictions |
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Restrictions on non-scheduled work |
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Late-night work restrictions |
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Sick childcare leave system |
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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
- Improving the work environment to support work-life balance
- Goal: To encourage workers to take leave for childcare purposes.
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- (Measures)
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- 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)
- Develop diverse working conditions that help change our working patterns
- Goal: To promote work-life balance for our employees.
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- (Measures)
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- 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
- Our current proportion of female employees (13%) is below the industry average (23%).
- The percentage of men taking paternal childcare leave is low at 27% (45% if including special paternal childbirth leave).
3. Quantitative Targets
- 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.
- 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
- Female employee ratio
- Continue regular recruitment of female employees. (Every year in April)
- Hire female mid-career employees and contract (non-regular) employees. (As appropriate)
- Childcare support
- 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)
- To increase leave rates, invitation emails will be sent to the employee and their supervisor. (As appropriate from September 2021)