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
Various performance figures, including the percentage of female managers and the gender pay gap, are comprehensively disclosed in the following external databases and our company's ESG data collection.
Please see the respective links for the latest information.
Ministry of Health, Labour and Welfare, "Database of Companies Promoting Women's Participation" (Business Engineering)
(※You can check real-time disclosure information based on the format set by the Ministry of Health, Labour and Welfare.)
Our "ESG Data Collection" (PDF)
(*This section summarizes our company's overall sustainability and ESG indicators, including those related to women's empowerment.)