Daiya Seiki Seisakujo Action Plan (No. 8) 8th (8th) Action Plan
March 18, 2025
Plan period: 3 years from April 1, 2005 to March 31, 2028
2. Contents
We will formulate an action plan as follows in order to create an employment environment in which employees can demonstrate their abilities and work in harmony with their work and life.
Next Generation Act
Target 1:Continue to have100% offemale employees take childcare leave, andhave at least50% of male employeestake childcare leave.
The following measures will be implemented (1-3) From April 2025
(Countermeasures) 1. Conduct a discussion including the person who is to obtain the certificate and his/her supervisor.
2 Provide individual information to employees who are pregnant by themselves or their spouses.
3 Conduct training sessions in a planned manner to deepen the understanding of managers.
To reduce the average hours worked by full-time workers to 10 hours or less per month.
The following measures will be implemented (1-3) From April 2025
(Countermeasures) 1. The manager checks the monthly overtime hours.
2 Promote load balancing so that work is not concentrated on specific employees.
3 Plan no-overtime days in each department.
Target 3: Achieve a paid leave utilization rate of at least 70 To achieve a paid leave utilization rate of at least 70%.
The following measures will be implemented (1-2) From April 2025
(Countermeasures) 1. Inform employees of the effective use of refreshment leave (5 days per year).
2 Encourage employees who rarely take paid leave to take it.
The following measures are scheduled to be implemented from June 2025
3 Once every three months (June, September, and December), check the status of paid leave utilization for the entire company.
Women's Activity Promotion Act
Goal 1: Actively promote female employees to leadership positions
Targets: To increase the number of female employees in leadership positions to at least 5.
The following measures are scheduled to be implemented (1-3) April 2025-.
(Countermeasures) 1. Actively participate in external training programs for women.
2 Encouragement of the management level to promote women as leaders.
3 Conduct interviews with candidates as appropriate.