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.<\/p>\n\n\n\n
April 1, 2023 – March 31, 2026<\/p>\n\n\n\n
(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. <\/p>\n\n\n\n (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.<\/p>\n\n\n\n (3) Assist employees in acquiring the qualifications and skills needed to forge the future of our manufacturing capabilities.<\/p>\n\n\n\n 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.<\/p>\n\n\n\n April 1, 2023 – March 31, 2026<\/p>\n\n\n\n (1) Make all of our workplaces, including manufacturing sites, employee-friendly environments for a diverse pool of workers that includes women.<\/p>\n\n\n\n (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.<\/p>\n\n\n\n (3) Improve employees\u2019 work-life balance in order to help them continue developing their professional career while enjoying a rewarding personal life.<\/p>\n\n\n\nNumerical target<\/th> Keep average monthly overtime hours per employee (which was 27 hours per month in fiscal 2021) to no more than 20 hours.<\/td><\/tr> Period<\/th> April 1, 2023 – March 31, 2026<\/td><\/tr> Methods<\/th> \uff65 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.
\uff65 Report employees percentage of annual leave days to raise awareness and encourage more use
\uff65 Inform male employees, including managers, about taking parental leave
\uff65 Work with departments individually to reduce total overtime hours spent<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\nPeriod<\/th> April 1, 2023 – March 31, 2026<\/td><\/tr> Methods<\/th> \uff65 Plan and implement a \u201ctake-your-child-to-work\u201d day at offices and factories
\uff65 Plan and conduct factory tours at each site<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\nPeriod<\/th> April 1, 2023 – March 31, 2026<\/td><\/tr> Methods<\/th> \uff65 Provide internship opportunities for college students
\uff65 Create new learning opportunities both inside and outside the company<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\nAction Plan based on the \u201cAct on the Promotion of Women’s Active Engagement in Professional Life\u201d<\/h2>\n\n\n\n
Period<\/h3>\n\n\n\n
Objectives<\/h3>\n\n\n\n
Period<\/th> April 1, 2023 – March 31, 2026<\/td><\/tr> Methods (not exhaustive)<\/th> \uff65 Review and improve the organizational culture, equipment, and environment at each workplace, including manufacturing sites, to make them inclusive of women
\uff65 Enhance training and promote cross-training at each workplace<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\nNumerical target<\/th> Raise the percentage of women in managerial positions (which was 8.4% as of October 2022) to 15% by the end of fiscal 2025.<\/td><\/tr> Period<\/th> April 1, 2023 – March 31, 2026<\/td><\/tr> Methods<\/th> \uff65 Conduct one-on-one interviews to encourage independent career development
\uff65 Create a mechanism for networking and community building within and outside the company to develop role models for female employees
\uff65 Actively assign women to various relevant positions, including positions overseas<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\nNumerical target<\/th> Keep the average monthly overtime hours per employee (which was 27 hours per month in fiscal 2021) to no more than 20 hours.<\/td><\/tr> Period<\/th> April 1, 2023 – March 31, 2026<\/td><\/tr> Methods<\/th> \uff65 Work with departments individually to reduce total overtime hours spent
\uff65 Set up a work-life balance counseling center
\uff65 Review and improve various types of working arrangements on an ongoing basis<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\nInformation Disclosure on Female Empowerment in the Workplace<\/h2>\n\n\n\n
<\/td> FY 2021<\/th> FY 2022<\/th><\/tr> Percentage of new female employees<\/th> 28.1\uff05<\/td> 29.3%<\/td><\/tr> Percentage of female employees
(as of the end of the fiscal year)<\/th>16.5\uff05<\/td> 17.7%<\/td><\/tr> Percentage of women in managerial positions
(as of the end of the fiscal year)<\/th> 6.1\uff05 <\/td> 8.4%<\/td><\/tr> Average percentage of annual leave taken per year<\/th> 60.0\uff05<\/td> 67.7%<\/td><\/tr> Percentage of eligible employees taking parental leave<\/th> Female: 100% Male: 5.8%<\/td> Female: 100% Male: 26.3%<\/td><\/tr> Average overtime hours<\/th> 27.0 hours\/month<\/td> 23.6 hours\/month<\/td><\/tr><\/tbody><\/table>