About next generation development support
At TAKARA BELMONT Co., Ltd., we are implementing measures to support the development of the next generation in order to enable all employees to fully demonstrate their abilities by creating an environment where all employees can balance work and childcare and where all employees can work comfortably. Based on the Promotion Act, we have formulated the following action plan.
1. Planning period
Five years from April 1, 2025 to March 31, 2030
2. Plan details
Matters related to improving the employment environment
Goal 1
The rate of childcare leave taken during the period will be as follows:
Men: Achieve 80%; Women: Maintain 100%.
measures
April 2025～
Utilize the in-house portal site to publicize and encourage the use of various childcare leave and family care leave systems and public benefit systems during leave, and engage in awareness-raising activities to publicize various systems and related regulations in order to increase understanding among employees who are not users of the systems.
Goal 2
We will utilize the portal site to enhance the dissemination of information on balancing work and child-rearing.
measures
April 2025～
- Limits on overtime work, limits on late-night work, and extension of the short-time working period for employees raising children until the third year of elementary school, and disseminating and raising awareness of the system so that employees can actively secure time to raise children. and promote its use.
- For employees raising children up to the third grade of elementary school, we will publicize and encourage their use of the short-time work system, which exceeds the legal limit and allows employees to freely set their starting time within 1 hour and 30 minutes (in 15-minute increments) after the start of their working day, and their ending time within 1 hour and 30 minutes (in 15-minute increments) before the end of their working day, provided that their working hours are six hours or more.
- The company will publicize and encourage the use of its unique system for accumulating unused annual paid leave, which can also be used to care for an injured or ill child.
- Encourage fathers to take special leave when they give birth to a child.
- For employees who are raising children up to the third grade of elementary school, we will introduce a sliding work system in which the start and end times of the work day are pushed back or moved up, and we will disseminate this information and encourage its use.
Goal 3
Create a comfortable working environment that allows employees to balance work and family life.
Limit non-statutory working hours to an average of less than 15 hours per month.
measures
April 2025～
- The working hours situation is assessed every month and the labor-management and health committee holds discussions to resolve any issues.
- As an option for flexible working styles, we will consider expanding the application of sliding shift systems and flextime systems.
Goal 4
Achieve 100% annual paid leave acquisition rate.
measures
April 2025～
- Planned annual paid leave (5 days a year) will be granted every year.
- Regularly analyze the status of annual paid leave acquisition and consider and implement improvement measures.
Goal 5
We will provide many students with internship opportunities that will give them an opportunity to understand actual jobs and workplace conditions, and to think deeply about their career choices, including their own vocational aptitude and career planning.
measures
From 2020
- Internships are divided into two courses for administrative and technical positions, and are held approximately 15 times each year, divided into summer, fall, and winter for the convenience of participants.
- We will call for cooperation from relevant sections and work to expand the number of events and the scale of acceptance.