Action plan for promotion of woman

Our company’s current status

Working hour status of average overtime working hour of each month (Excluding managers, supervisors, part time workers)

  Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
over time work hours (legal over time work +legal holiday work) 2129 2055 2336 2143 2481 2089 2044 2248 1994 2020 1660 1568
Number of subject workers 238 238 239 239 240 238 236 235 236 232 231 232
Average over time work hours, etc. 9 9 10 9 10 9 9 10 8 9 7 7

Female ratio in Managers (Excluding directors)

Manager segment Position equivalent to Subsection chief Position equivalent to Manager Position equivalent to head of department  
Total number 38 persons 30 persons 21 persons 89 persons
Female with above 4 persons 2 persons 1 persons 7 persons

The gender wage ratio

Miyazaki headquarters
Miyazaki The average wage for women divided by the average wage for men.
Regular employees. 70%
Non-regular employees 74%
All workers or All employees 71%
Tokyo branch office
Tokyo The average wage for women divided by the average wage for men.
Regular employees. 87%
Non-regular employees 88%
All workers or All employees 88%
Primary factors of disparity：

There is a tendency for a higher number of men to hold managerial positions compared to women. Men also tend to have a higher incidence of both overtime work and working longer hours than women. Male employees are more likely to work in shift schedules, and a larger proportion of them receive benefits such as family/housing allowances, shift allowances, and late-night allowances.

As of April 1, 2023.

Our company female employee article had posted to "Himuka WOMAN" introducing female employees who are active workers in companies of Miyazaki prefecture.
ひむかWOMAN

Action plan

We will plan action plan as follows for increasing female employees and preparing employment environment for female to be able to actively work.

1.Plan term

5 years from Apr1st, 2021 to Mar31st, 2026.

2.Challenges of our company

  1. Most of female employees are allocated to management head office as management staff position and it is tend to lean to this assigned office.
  2. Share of female in manager position is less. Less female aims for manager position.

3.Objective and initiative contents, implementation term

Objective1: Allocate more than one person of female employees (including hiring) to unit/department where male employees are mainly team members (Production management, ODM engineering, Facility management, System) and provide diverse work experiences

Initiative content

From Apr, 2021

  1. Execute universal knowledge orientation and training of contents of this system/program to overall company
  2. Launch of working terms & conditions improvement project
  3. Hearing/Interview regarding allocation of female to presently non female allocated unit/department

Since Sep, 2021: Proactive discovery of female employs who has willpower and capability (More than 1 time per annual implementation of company visit meeting)

Since Sep, 2021: Planning of selecting candidate talents for transfer, Building the plan

Since Apr, 2022: Start recruitment /invitation with improved new working terms & conditions

Since Apr, 2022: Implement actual allocation/assignment (Periodical follow-up)

Objective2: Implementation of training as objective of future development

Initiative contents

Since May, 2021: Discover by investigation of challenges/issues and implementation for Mind set change of department leaders

Since Sep, 2021: Select candidate employee of manager development (career training) and planning of training plan

Since Jun, 2022: Study/Examination of training program

Since Jun, 2022: Proactively include female as candidate of successor development plan

Objective3: Increase annual paid leave acquisition ratio gradually and aim for acquiring more than 11 days

Initiative contents

Since Apr, 2021: Implement hearing/interview about personal work system/program

Since Jun, 2021: Include building system/program to be in charge by multiple persons in each department and work act on behalf (support each other) system/program with multifunctional/multi capability and consideration/study of automation