Business Engineering Corporation Action Plan
We will formulate the following action plan to increase the number of female employees, enable women to play an active role in management positions, and create a work environment that is comfortable for both men and women.
- planning period
April 1, 2021 - March 31, 2026 - Goals, initiative details and implementation timing
Goal 1: Increase the percentage of female workers among employees to 18% or more.
<Initiative details>
From April 2021
Considering and implementing measures to strengthen approaches to female candidates using direct recruiting services.
From October 2021
Evaluated and reviewed the content posted on the recruitment website and the initiatives of the direct recruiting service.
From October 2022
Since then, regular evaluations and reviews have been carried out.
Goal 2: Increase the percentage of female workers in management positions to 7% or more.
<Initiative details>
From April 2021
Implement measures to encourage greater awareness of diversity and inclusion throughout the company. (Holding lectures by experts, etc.)
From April 2022
Holding networking events between female managers and female employees who serve as role models.
From April 2023
Since then, regular evaluations and reviews have been carried out.
Goal 3: Disseminate various systems that allow people to choose from a variety of work styles, increase the usage rate of "shortened working hours" and "overtime work exemption" systems for workers raising preschool children by at least 2%, and increase the number of employees who use them. At least one employee shall be male.
<Initiative details>
From April 2021
We will promote awareness of the system (B-work-life balance system) that allows employees to choose flexible working styles, such as shortened working hours and exemption from overtime, and encourage its use.
From April 2021
Make the company aware that the option of working as a ``work-from-home specialist employee'' is available and encourage its use.
From April 2022
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.