General Employer Action Plan under the Act on Advancement of Measures to Support Raising Next-Generation Children

In order to develop a positive work environment where employees can maximize their abilities while seeking work-life balance, our company has devised the following action plans.

1.Planning period

Three years from April 1, 2025 to March 31, 2028

2.Goals

Goal 1: Enhancing employees' awareness and understanding of work-life balance and childcare support

<Details of the initiative>

・Identifying and eliminating unnecessary tasks and designating an Overtime Reduction Month
・Goal to promote paid leave utilization: Increase the number of days taken to more than the legally required five days
・Initiatives to increase time spent on household and family responsibilities
① Grasp the actual situation by conducting a "Survey on time spent on housework"
② Consider implementing a campaign to spend more time with family
・Establishment of employee awareness-building and follow-up programs
①Pre-launch of "THE CARE" service
② Holding seminars

Goal 2: Achieve a 50% career goal declaration rate among female employees regarding management or specialist career paths

<Details of the initiative>
・Creating career setting programs for each age group
・Develop and communicate career path role models
・Require employees to submit career aspirations

Goal 3: Reduce the percentage of female employees who perceive gender-based disparities in the workplace to 5% or less

<Details of the initiative>

・Implementation of e-learning training for all employees
・Creating literacy improvement content for general employees
・Establishment of a monitoring system

General Action Plans Based on the Act on Promotion of Women's Participation and Advancement in the Workplace

In order to create a workplace where women can thrive, we have established the following action plan.

1. Planning period

From April 1, 2025 to March 31, 2028

2. AUTOBACS SEVEN's Challenges

Issue 1: The percentage of women hired as full-time employees is low.
Issue 2: The percentage of women in Group Manager-level positions and above is low.
Issue 3: Although some male employees have taken childcare leave, the number remains low.
 

3. Goals

Goal 1: Increase the percentage of female employees (excluding part-time workers) to 20.0% or higher

<Contents of Efforts>

・Promoting the recruitment of women through mid-career hiring
・Strengthening initiatives to encourage female students to participate in internship programs
・Achieve a 50% female hiring ratio in both new graduate and mid-career recruitment
*Maintain a 100% return-to-work rate from childcare leave (for those who wish to do so)

Goal 2: Increase the proportion of female employees in Group Manager-level positions and above to 10% or higher

<Details of the initiative>

・Continuing activities to promote women's participation in the workplace (establishing a career consultation desk for women, reviewing career declaration content, conducting employee surveys to understand the current situation)
・Creating role models (holding roundtable discussions for those aiming for managerial positions)
・Implementation of "Gender Bias Survey for Managers"
・Mentoring sessions for female employees aiming for managerial positions

Goal 3: Achieve a childcare leave utilization rate of 90% or higher among male employees

<Details of the initiative>
・Started defining requirements for male employees to take childcare leave
・Initiatives to raise awareness of the system and raise awareness among managers
・Started promoting childcare leave to eligible employees
・Activities to promote parental leave for eligible male employees and managers
・Internal public relations activities (Sharing testimonials and experiences of employees who have taken childcare leave)

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