Action Plan based on the “Act on Advancement of Measures to Support Raising Next-Generation Children”
ZACROS has formulated the following action plan with the aim of becoming a company where both male and female employees can have thriving careers while raising a family.
Period
April 1, 2023 – March 31, 2026
Objectives
(1)Improve the work-life balance of all employees and encourage them to take time off with the aim of creating a workplace where employees raising a family can thrive.
| Numerical target | Keep average monthly overtime hours per employee (which was 27 hours per month in fiscal 2021) to no more than 20 hours. |
|---|---|
| Period | April 1, 2023 – March 31, 2026 |
| Methods | ･ Assess effectiveness of programs designed to help employees maintain a good work-life balance as well as review and improve these programs based on interviews with employees, etc. ･ Report employees percentage of annual leave days to raise awareness and encourage more use ･ Inform male employees, including managers, about taking parental leave ･ Work with departments individually to reduce total overtime hours spent |
(2) Create opportunities for children to visit our workplaces and communicate with employees in order to foster a culture that nurtures the next generation and supports a healthy employee work-life balance.
| Period | April 1, 2023 – March 31, 2026 |
|---|---|
| Methods | ･ Plan and implement a “take-your-child-to-work” day at offices and factories ･ Plan and conduct factory tours at each site |
(3) Assist employees in acquiring the qualifications and skills needed to forge the future of our manufacturing capabilities.
| Period | April 1, 2023 – March 31, 2026 |
|---|---|
| Methods | ･ Provide internship opportunities for college students ･ Create new learning opportunities both inside and outside the company |
Action Plan based on the “Act on the Promotion of Women’s Active Engagement in Professional Life”
ZACROS has established the following action plan in order to maintain a work environment in which all employees, including female employees, can realize their full potential and enjoy fulfilling careers.
Period
April 1, 2023 – March 31, 2026
Objectives
(1) Make all of our workplaces, including manufacturing sites, employee-friendly environments for a diverse pool of workers that includes women.
| Period | April 1, 2023 – March 31, 2026 |
|---|---|
| Methods (not exhaustive) | ･ Review and improve the organizational culture, equipment, and environment at each workplace, including manufacturing sites, to make them inclusive of women ･ Enhance training and promote cross-training at each workplace |
(2) Support independent career development and provide opportunities for growth with the ultimate intention to create a workplace in which each employee can realize their full potential and discover where they fit best within the organization.
| Numerical target | Raise the percentage of women in managerial positions (which was 8.4% as of October 2022) to 15% by the end of fiscal 2025. |
|---|---|
| Period | April 1, 2023 – March 31, 2026 |
| Methods | ･ Conduct one-on-one interviews to encourage independent career development ･ Create a mechanism for networking and community building within and outside the company to develop role models for female employees ･ Actively assign women to various relevant positions, including positions overseas |
(3) Improve employees’ work-life balance in order to help them continue developing their professional career while enjoying a rewarding personal life.
| Numerical target | Keep the average monthly overtime hours per employee (which was 27 hours per month in fiscal 2021) to no more than 20 hours. |
|---|---|
| Period | April 1, 2023 – March 31, 2026 |
| Methods | ･ Work with departments individually to reduce total overtime hours spent ･ Set up a work-life balance counseling center ･ Review and improve various types of working arrangements on an ongoing basis |
Information Disclosure on Female Empowerment in the Workplace
| FY 2021 | FY 2022 | |
|---|---|---|
| Percentage of new female employees | 28.1％ | 29.3% |
| Percentage of female employees (as of the end of the fiscal year) | 16.5％ | 17.7% |
| Percentage of women in managerial positions (as of the end of the fiscal year) | 6.1％ | 8.4% |
| Average percentage of annual leave taken per year | 60.0％ | 67.7% |
| Percentage of eligible employees taking parental leave | Female: 100% Male: 5.8% | Female: 100% Male: 26.3% |
| Average overtime hours | 27.0 hours/month | 23.6 hours/month |