Improving the Environment for Promoting the Advancement of Women

We recruit regardless of nationality, gender, age, and disability starting from the stage of recruitment. As a result, the ratio of male to female employees is 4:6, and the percentage of female managers is 40%, which means we have created a diverse organization. Going forward, we will support the advancement of women by continuing to create an environment where employees can play an active role continuously, regardless of gender.

　We hire both new graduates and mid-career employees regardless of gender, so we have many women playing an active role, as indicated by the fact that the ratio of male to female employees is 4:6.

  In order to address health issues unique to women that may affect their career development, all eligible employees are required to undergo gynecological examinations, which the law treats as optional. We provide follow-up for early detection of disease so that they can continue to work good jobs in good health.

  Under a measure similar to a childcare leave system, employees can take leave until their child reaches the age of three. During this period, they regularly receive the company newsletter and quarterly personnel information so that they can remain connected with the company. We also collaborate with company-led nursery schools to offer more childcare options for returning employees. Almost 100% of employees return to work after childcare leave.

  This system is designed to reduce the working hours of parents who are doing their best to balance both childcare and work. Until their children graduate elementary school, these employees can choose their working hours of four hours or more in 15 minute increments. This system is used by approximately 10% of all employees of all genders. In consideration of restrictions on working hours, such as commuting time and picking up children from nursery schools, employees may choose to work remotely from home if they are able to actually work for more than seven hours in total.  This helps to retain employees who want a nearly full-time workstyle and to improve productivity by extending working hours.

  This is a system to change the regular working hours for childcare reasons, such nursery school pickup and dropoff. In addition to the GO System (G =Ganbaru [struggling], O =Okaasan and Otoosan [mother and father]), this system allows employees to balance their home and work lives with no change in their salaries, in addition to the GO System .

*Unlike the GO System, this system does not involve reduced working hours.

As a result of these and other measures, in February 2018, we were certified by the Minister of Health, Labour and Welfare as Eruboshi Level 3, which was the highest level at the time, as a company that is in good standing in efforts to promote the advancement of women. 

The Eruboshi certification is a system to certify companies that have formulated and submitted a general employer action plan under the Act on the Promotion of Women's Active Engagement in Professional Life and that are deemed to be implementing initiatives in a favorable manner. There are three levels of certification depending on how many standards were met in five evaluation items,* and since CDC met all five standards, we obtained the third level of certification, which was the highest at the time.

*Five evaluation items: (1) recruitment, (2) continued employment, (3) working hours and other workstyles, (4) ratio of managers, and (5) various career paths