Action Plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace
AEON delight submitted the Action Plan as follows based on the Act on Promotion of Women’s Participation and Advancement in the Workplace.
We have formulated the below Action Plan to create an environment where women can develop their careers based on their own will and fully demonstrate their skills.
1. Plan period
June 1, 2022 to May 31, 2024
2. Our challenges
- We do not have many female full-time employees, who are the central focus in driving participation of women.
- We do not have many female managers.
3. Targets and Initiatives
Target 1: Over the last five years, we were able to increase the number of full-time female employees by 1.7 times in FY2021 compared to FY2017. We will work to maintain this upward trend and increase the number of full-time female employees to 2.0 times the FY2017 level by FY2023.
Promote the recruitment of full-time female employees and reduce turnover
- Hold internships for regular hires and provide opportunities for women to take interest in our business.
- Provide information through our website and other means to increase the number of employees who use our systems aimed at ensuring a good work-life balance, such as our childcare leave and nursing care leave systems, which are more comprehensive than those required by law.
Target 2:Over the last five years, we have been able to increase the number of women in managerial positions by 1.9 times in FY2021 compared to FY2017. We will work to maintain this upward trend and increase the number to women in managerial positions to 2.4 times the FY2017 level by FY2023.
Support career development to encourage continuous employment.
- Promote personnel evaluation interviews with superiors to make personnel evaluations more convincing and motivational (the effects of interviews have been confirmed to be statistically significant in past surveys).
- Provide career advancement training for female employees who are a step away from managerial positions to raise their motivation toward career advancement and help them acquire leadership-building skills.
- Strengthen the analysis of quantitative and qualitative data obtained through the self-assessment system and utilize it for employee career development.
Promote support systems for balancing childcare/nursing care and work
- Work to reduce commuting burdens and create a comfortable work environment for employees raising children by firmly establishing the use of the telework system.
- Create an easy-to-understand guidebook that explains our childcare/nursing care leave system to employees who are thinking of taking such leave.
- Send the company journals to employees on childcare/nursing care leave to provide them with regular company information.
Conduct training to broaden understanding of diversity management among managers
- Conduct Code of Conduct training for managers on a regular basis to broaden understanding of diversity management.
Action Plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children
AEON delight submitted the Action Plan as follows based on the Act on Advancement of Measures to Support Raising Next-Generation Children.
We have formulated the below Action Plan to create a friendly work environment where employees can balance work and childrearing and harmonize work and life.
1. Plan period
June 1, 2022 to May 31, 2024
2. Target
Achieve the following targets within the plan period.
Male employees: Have at least 10 employees take childcare leave within the plan period.
Female employees: Raise the rate of leave taken to 90% or higher within the plan period.
3. Plan details
Measure 1: Promote awareness of systems related to childcare and nursing care in line with the revision of the Act on Child Care and Caregiver Leave.
＜October 2022＞
Create a "Childcare and Nursing Care Guidebook (tentative name)" and distribute and post it on the intranet to raise awareness among employees.
＜December 2022, December 2023＞
Promote awareness of the system at management training sessions, deepen understanding among managers and supervisors, and create an environment that encourages employees to use the system.
Measure 2: Raise awareness of diversity and inclusion among executives.
＜August 2022, August 2023＞
Provide Code of Conduct training for executives to call their attention to harassment prevention and raise awareness of diversity and inclusion.
Measure 3: Provide opportunities for female employees to think about their life plans to keep working.
＜June 2022, June 2023＞
Conduct career development seminars for female employees to provide them with an opportunity to sort out uncertainties about their future that they face as they continue working, and to think about their career progression in light of their own values regarding their work, personal life, and community involvement.
Joining the Ikuboss Corporate Alliance
In October 2016, AEON delight joined the IkuBoss Corporate Alliance to create a friendly environment where employees can feel they are growing, as part of the company’s diversity management.
We encourage employees to pass the IkuBoss test, especially our management-level employees, aimed at promoting an even better work-life balance. As of December 2020, a total of approximately 350 employees have passed the test.
IkuBoss Corporate Policy; Five Articles
１ Promote initiatives to increase the rate of women in managerial positions to 50% by 2020.
１ Promote the active participation by women through cooperation with local authorities and other companies in the community.
１ Provide generous support to realize the career plans of subordinates.
１ Regardless of employment management category or gender, advance employees with the ability and desire to work and create learning opportunities for them.
１ Put an end to long work hours and work toward better balancing work and family life.
AEON DELIGHT CO., LTD.
External certification
Eruboshi (certification level 3)
Certifies companies with excellent progress in promoting women's activities based on the Act on Promotion of Women’s Participation and Advancement in the Workplace (acquired certification in 2017 from the Ministry of Health, Labour and Welfare).
Leading Companies with Actively Participating Women in Osaka City
Certifies companies that are actively working to create a comfortable work environment for women and meet certain standards (acquired certification in 2017 from Osaka City).
Osaka Prefecture Declaration on Vibrant and Vigorous Men and Women
Registers companies and organizations aiming to create a vibrant and vigorous work environment for both men and women by promoting initiatives for gender equality in the workplace, such as utilizing women's abilities and supporting the work and family life balance (registered in 2018 by Osaka Prefecture).
