Act on Promotion of Women's Participation and Advancement in the Workplace / Act on Advancement of Measures to Support Raising Next-Generation Children

Working in line with Japan's Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children, Nikkiso developed the General Employer Action Plan (that incorporates both Acts) as shown below。

The plan period for the General Employer Action Plan (Phase 4), which was in line with the Act on Advancement of Measures to Support Raising Next-Generation Children, was reduced and the General Employer Action Plan (Phase 4) was completed on March 31, 2019, earlier than originally planned.
The General Employer Action Plan implemented from April 1, 2019 onward is combined with the General Employer Action Plan, which is in line with the Act on Promotion of Women's Participation and Advancement in the Workplace.
For more details of the Action Plan, please refer to the Nikkiso Action Plan.

About the Act on Promotion of Women's Participation and Advancement in the Workplace

The Act on Promotion of Women's Participation and Advancement in the Workplace was enacted in 2015 for the purpose of enabling women to chart their own future and realize their full potential over the course of their career. It's a temporary legislation that's effective until March 31, 2026.

天天斗牛The act specifies the responsibilities that national and local governments as well as businesses must fulfill in order to steadily move forward with women's empowerment in the workplace. It requires employers to implement measures designed to empower current and prospective female employees in the workplace.

About the Act on Advancement of Measures to Support Raising Next-Generation Children

The Act on Advancement of Measures to Support Raising Next-Generation Children was enacted in 2003 for the purpose of creating healthy environments for raising the next generation of children. It's a temporary legislation that's effective until March 31, 2025 (originally March 31, 2015, but extended ten years under the revised law).

The act specifies the responsibilities that national and local governments, businesses, and the public must fulfill in order to achieve its goal and requires each actor to intensively implement measures that support the growth of the next generation in a well-planned manner.

About the General Employer Action Plan

Under the Act on Promotion of Women's Participation and Advancement in the Workplace, companies that constantly employ more than 301 employees, and under the Act on Advancement of Measures to Support Raising Next-Generation Children, companies that constantly employ more than 101 employees, are required to develop a General Employer Action Plan, notify the relevant authority of the plan, make it available to the public, and inform all employees about the plan.
Furthermore, under the Act on Promotion of Women's Participation and Advancement in the Workplace, companies are required to publish information about women's empowerment. Empowering women in the workplace, moving forward with the focus on helping employees balance work and childcare, providing diverse working arrangements for workers, including those without children, etc., employers must specify the plan period, goals, and measures needed to achieve those goals, as well as when to implement the measures in their General Employer Action Plan, which is in line with the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children, depending on their particular circumstances.

Nikkiso Action Plan

We remain committed to striving to provide a better working environment where employees can fully demonstrate their skills and competence while balancing childcare and family nursing care responsibilities and work commitments。 We believe that diversity in perspectives and values that reflect different experiences, skills, and attributes across our corporate group will benefit us in achieving sustainable growth。 Moving ahead in light of this belief, we will actively work to create a better working environment that will enable employees from diverse backgrounds, including women, to realize their full potential along their desired career path。

  1. Plan period: April 1, 2019 to March 31, 2021
  2. Challenges we face
    • Low ratio of female career-track employees.
    • Lack of future female manager candidates.
    • Low level of employee awareness about the childcare and family nursing care program. Inadequate efforts to communicate the program.
  3. Initiatives

    Hire more female job applicants and provide programs to help female employees develop their careers.

    Goal 1:  Raise the percentage of new female graduate employees assigned to career-track jobs to 20% or more. [Act on Promotion of Women's Participation and Advancement in the Workplace]

    What to do

    April 2019–
    • Feature female career-track employees who are playing an active role in the company in its job advertising tools or at its recruitment fairs to promote the company.
    • Increase female recruitment officers.
    October 2019–
    • Review and implement programs to help female employees develop their careers.

    Create a working environment that enables both male and female employees to balance childcare and family nursing care responsibilities and work commitments.

    Goal 2:  Create a working environment that enables both male and female employees to balance childcare and family nursing care responsibilities and work commitments. [Act on Advancement of Measures to Support Raising Next-Generation Children]

    What to do

    April 2019–
    • Consider allowing unused paid annual leave entitlements to be used for childcare-related purposes.
    • Consider extending the period during which employees are allowed to work staggered hours or flexible hours for childcare purposes.
    • Consider introducing work-from-home or mobile working arrangements that can be made available to users of the childcare or family nursing care program.
    October 2019–
    • Communicate the childcare and family nursing care programs to employees throughout the company.
    • Provide managerial training to ensure the childcare-related programs are well communicated and to create managers' awareness of the empowerment of female employees in the workplace.
    • Conduct a three-party (employee, supervisor, and HR department ) meeting when the employee takes or returns from childcare or family nursing care leave.

Information about women's empowerment

As of December 31, 2018

  • Percentage of female career-track and non-career-track employees among all workers employed
    Career-track: 7.6%, Non-career-track: 62.6%
    (*During the one-year period between January and December 2018)
  • Percentage of female career-track and non-career-track employees among all regular employees
    Career-track: 7.4%, Non-career-track: 52.1%
  • Average length of service
    Men: 12.57 years, Women: 10.05 years
泛亚竞猜 泛亚竞猜 泛亚竞猜 大富翁水果机 皇马电竞app