Business Engineering Corporation Action Plan
With the aim of creating new value for the entire company by involving diverse talent in various planning and decision-making processes, we aim to increase the percentage of female employees and female managers, and to create a workplace environment where all employees, regardless of gender, can thrive in the long term. To achieve this, we have formulated the following action plan.
- Planning period
April 1, 2026 - March 31, 2031 - Goals, initiative details and implementation timing
Goal 1: Increase the percentage of female employees to 25% or more.
<Initiative details>
●April 2026~
Considering and implementing measures to strengthen approaches to female candidates using direct recruiting services.
●October 2026~
Evaluated and reviewed the content posted on the recruitment website and the initiatives of the direct recruiting service.
●April 2027~
Since then, regular evaluations and reviews have been carried out.
Goal 2: Increase the proportion of female workers in management positions to 12% or more.
<Initiative details>
●April 2026~
To prevent career stagnation during life events or after returning to work, we will implement focused career training for employees just below the management level.
●April 2026~
Ongoing implementation of company-wide training on unconscious bias.
●April 2027~
We select candidates for the next generation of female leaders and introduce a sponsorship program (continuous mentoring by management and senior executives).
●2028年4月～
Since then, regular evaluations and reviews have been carried out.
Goal 3: Maintain a parental leave utilization rate of 90% or higher for male employees, and ensure an average of 90 days or more of leave taken.
<Initiative details>
●April 2026~
Continued implementation of thorough individual support (system explanation and follow-up interviews) for those wishing to utilize childcare support systems.
●April 2026~
Continued promotion of the use of an internal social networking service (SNS) where employees (primarily male employees) can exchange information regarding the use of childcare leave policies.
●April 2027~
育児制度を利用する社員をサポートする同僚や上司に対する報奨制度の検討・実施。
●2028年4月～
Since then, regular evaluations and reviews have been carried out.
Publication of information regarding the current status of women's active participation
As of March 31, 2025
- Proportion of female workers in the workforce: 18.8%
- Difference in average years of employment between men and women: 64.1%
- Percentage of female workers in managerial positions: 4.4%
-
Difference in wages between men and women
- All workers: 77.4%
- Full-time employees: 77.7%
- Fixed-term employees: 39.0%
Target period
Fiscal year 2024 (April 1, 2024 to March 31, 2025)
wage
Includes basic salary, compensation for overtime work, bonuses, etc., but excludes commuting allowance, etc.
full-time employee
Persons on loan include those on loan from the Company to outside the company.
Fixed-term employee
Includes employees rehired after retirement, but excludes temporary employees.