Systems Designed to Help Employees Balance Work and Family Life
We are working to enhance these systems as we work to create a culture in which employees can make energetic contributions while balancing the demands of work and family life. We are particularly proud of either meeting or exceeding legally mandated provisions in systems related to childcare, family-care, leave and maternity protection, and we are working to make systems accessible and responsive to the individuals who wish to use them.
Several new systems to ensure good working conditions that were designed in FY 2006, were launched in FY 2007. Specifically, we established a new system to help employees pay for babysitter services, reviewed the system for registering employees seeking reemployment, and reviewed our shorttime and flextime work systems.
Compliance with the Law to Promote Measures to Support the Development of the Next Generation
We established a First Action Plan in FY 2005 based on Japan's Law to Promote Measures to Support the Development of the Next Generation, which took effect in April 2005, and had implemented the provisions of the plan by the end of FY 2006. As a result of these efforts, in May 2007 we received certification that confirmed the First Action Plan meets the standards set by the Next Generation Law.
Starting in FY 2007, we plan to establish a Second Action Plan and pursue new initiatives in this area.
*1 This system provides reemployment opportunities for employees who must leave the company to get married, have children, care for children, care for sick or elderly family members, or accompany a spouse who has been transferred.
Creating an Organizational Culture Conducive to the Advancement of Women
The mom's view
I took maternity and childcare leave from October 2005 to September 2006. Afterwards it was easy for me to return to my original job because my husband also took childcare leave.
When I hurried home at the end of my first day back, I was surprised to see my husband getting ready for dinner with our son in a carrier on his back. I respected my husband's decision to take childcare leave, but I never imagined that he would actually become a stay-at-home dad! It seems that only a few male employees take childcare leave, but I hope that more will consider this option in the future in order to encourage women to participate more actively in the workplace.
The dad's view
I took six months of childcare leave from October 2006, when my wife went back to work after her childcare leave. We took full advantage of the company's system, which allows employees to take childcare leave until the end of the fiscal year in which the child reaches the age of 1. As for my impressions of my time as a stay-at-home dad, I think the idea of fathers helping raise their children includes sharing responsibility for household chores. Each partner must do what they can, when they can. When your partner does something for you, you must show appreciation. I feel that I came to appreciate the secret to balancing work and family life and ensuring a harmonious home during the time I spent on childcare leave. It was a great experience for my wife and I to both take childcare leave.
