We position work-life balance support and next-generation development as key measures for promoting D&I and are working to upgrade our policies in line with life events for them. Fostering a workplace culture where employees can balance work and life (childcare and care giving), work easily, and feel a sense of accomplishment will help create an environment where all employees can make full use of their abilities.
We analyzed the Company’s issues, considered specific measures, and formulated an action plan to support the activities of employees who aim to balance work and life. In addition, in 2012 and 2015, we were recognized by the Ministry of Health, Labour and Welfare as a child-care support company and received the Kurumin certification mark.*
April 1, 2020–March 31, 2023 (3 years)
For employees who needed to use working hours to address family matters, such as for caregiving or coping with school and daycare closings, under the emergency declaration, we exempted the deduction of their wages. In addition, we fostered an environment in which all employees can continue to work, including by flexibly responding to employees who had planned to return to work from childcare leave but instead needed to extend their leave due to the nature of their jobs and requests from their daycares to keep their children home.
We held “Children Office Tour” for the children of employees with the aim of creating opportunities for them to better understand their parents’ place in our company and society, as well as to encourage communication between the children and their parents. We began holding these days in 2019 and held the second one in August 2020. We felt that even amid the pandemic it was necessary to continue holding this day and adjusted it for current conditions by holding it online. We connected multiple locations, including the Chiba Complex and Hanoi, Vietnam, with the children interviewing employees and local staff.
With the aim of supporting a smooth transition back to work by abating worries and concerns during childcare leave and providing corporate information in a timely manner, we held a Childcare Leave Online Salon for male and female employees on childcare leave in July 2020. At the inaugural event, we not only shared corporate information, such as current workstyles during the pandemic and their future direction, we also exchanged information regarding communication with the workplace, childcare, daycare searches, and more. We will regularly hold such events going forward, provide unbiased corporate information to those on childcare leave, and build networks among those on childcare leave with the aim of enhancing engagement with those on leave.
In May 2020, we published an in-house guidebook on Idemitsu’s work-life balance support programs and systems to ensure that all employees could easily understand them. It sets out the actions needed to be taken when faced with the prospect of maternity, childcare, and caregiving, how superiors need to respond, and the responses required of colleagues as well as basic knowledge that everyone in the workplace should know regarding workstyles that balance work and life.
In June 2019, we held a seminar for 110 managers who have subordinates with newborn babies or who had returned to work from childcare leave. At the seminar, the participants shared management skills for employees with restricted working hours as well as examples of workplace problem solving. Going forward, we will continue providing seminars and workshops for child-rearing employees and their superiors. We will also continue to work on creating an environment where superiors can understand this group of employees and the employees can balance their work and childcare.