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Promoting Diversity and Inclusion

Promotion of Expanding Roles of Female Employees

In support of the careers of female employees in the medium to long term, we make all efforts to "expand the appointment of female employees to management positions" and "foster the careers of female employees."

Regarding the expansion of the appointment of female employees to management positions, we stated our quantitative target as "increasing the percentage of management positions held by women to 14% or more by April 1, 2021," in the general employer action plan based on the Act on Promotion of Women's Career Activities, and we will promote diverse measures to achieve this target.

Regarding the fostering of female employees' careers, we provide training, targeting candidates for senior management positions, help them improve their leadership development and management skills, and hold seminars for prospective candidates for management positions. These efforts are meant to support women in independently planning their careers and understanding different work styles at various life stages and in pursuing avenues to enhance their careers in a systematic and continuous manner.

Training for candidates for senior management positions

Training for candidates for senior management positions

Seminar for candidates for management positions

Seminar for candidates for management positions

 
 

Work-Life Balance

To realize an elevated level of work-life balance by supporting employees to address the coexistence of childcare/nursingcare and work, apart from the common policies of the entire Japan Post Group such as revisions to the Work-Life Balance guide, the Company promotes measures such as 1) reforms of the work style, 2) supporting the return of employees who have taken childcare leave and 3) educational activity concerning nursing care leave, as its independent policies.

Regarding the general employer action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children, the Company acquired the "Kurumin Mark" Certification as a Childcare Support Company for the second consecutive year because the Company achieved the targets set forth in the third general employer action plan (from April 1, 2013 to March 31, 2015). In the fourth general employer action plan, the Company is planning to take various measures to "review the work style" and address "the coexistence of childcare/nursingcare and work" during the three years from April 1, 2015 to March 31, 2018.

Kurumin Mark

Kurumin Mark

 

(1) Reforms of the work style

To improve organizational productivity by revising the work style that assumes overtime work and/or working on holidays, we implemented several reforms in the fiscal year ended March 31, 2016, including measures to reduce long working hours; the adoption of a morning-focused work style; raising awareness of employees on this issue; and a work style review consultation at several exemplary departments/sections of the Head Office.

In the fiscal year ending March 31, 2017, while continuing efforts to reduce long working hours and the shift to a morning-focused work style, we will proactively promote the reforms of the work style at all departments/sections of the Head Office with measures such as the extension of work style review consultation workshops to other departments/sections, efficiency improvement for internal operations at the Head Office and the reinforcement of management by administrators.

Awareness-raising seminar

Awareness-raising seminar

Scene of a work style review consultation workshop at an exemplary department of the Head Office

Scene of a work style review consultation workshop at an exemplary department of the Head Office

 

(2) Supporting the return of employees who have taken child-care leave

In the fiscal year ended March 31, 2016, we held a return-to-work seminar targeting employees who had taken childcare leave and those who returned from childcare leave within the past 12 months, from the viewpoint of resolving concerns about the coexistence of working and childcare and assisting in their subsequent career formation after returning to work. At the seminar, attendance of their spouses and supervisors was allowed to raise their understanding on return to work, and a child-care service space was prepared on the same floor as the workshop to facilitate the participation of those taking childcare leave. This measure to support the return to work of employees will be further strengthened in the coming years.

Return-to-work seminar

Return-to-work seminar

Child-care service

Child-care service

 

(3) Educational activity concerning nursing care leave

As the number of employees who will face the need for nursing care of family members is expected to increase in the years ahead, in the fiscal year ended March 31, 2016, we started to phase in dedicated web-based services targeting employees above 40 years old so that they can appropriately cope with the need to handle nursing care for family members. These services include such functions as an e-learning course concerning the public nursing care insurance systems and consultations with experts.

Promoting Employment of Persons with Disabilities

We actively promote the employment of persons with disabilities recognizing that fairly evaluating and providing work opportunities for a diverse population is a part of our corporate social responsibility. We therefore strive to increase the number of offices with staff that include persons with disabilities and support them in settling in to the office. Our efforts are ongoing with the aim of increasing the percentage of persons with disabilities that form our workforce.

Employees with disabilities engaging in data entry operations

Employees with disabilities engaging in data entry operations

 

LGBT Friendly

We promote measures to foster appropriate understanding and knowledge sharing on LGBT (those who are identified as "sexual minorities") as well as their recognition and acceptance. The Company continues to create a working environment in which all employees can develop their talents regardless of their sexual orientation or gender identity, so that they can work with energy and vitality. Furthermore, the Company has been contributing to the society by means such as supporting "work with Pride conference" on LGBT along with other companies since 2017.

Notes:

  1. LGBT is an acronym for Lesbian, Gay, Bisexual and Transgender. Although sexual minority also includes those with various identities other than LGBT, we collectively call them LGBT for short.
  2. Sexual orientation is a concept referring to the gender of whom one is attracted to, such as homosexuality, bisexuality and heterosexuality. It also includes asexuality where a person experiences no sexual attraction or sexuality at all.
  3. Gender identity is the concept of oneself on his/her gender. It does not necessarily match with his/her bodily characteristics or socially accepted gender. Furthermore, it is not necessarily restricted to either being male or female.
 
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