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Act on Promotion of Women's Participation and Advancement in the Workplace

The Act on Promotion of Women's Participation and Advancement in the Workplace (Act on Promotion of Women's Participation and Advancement in the Workplace) was enacted in order to create an environment in which women can fully demonstrate their abilities and play an active role in their working lives. .
As a result, from April 1, 2016, large companies with 301 or more workers will be newly obliged to formulate an action plan for promoting the active participation of women.

action plan

In order to develop an employment environment where women can continue working and play an active role, we will formulate an action plan as follows.

planning period

April 1, 2021 to March 31, 2026

Our challenge

The corporate culture and environment is not conducive to working for female employees who are raising children.

  • Working hours often do not match child-rearing hours.

  • Since we operate a passenger car business (buses in general), it is difficult to choose a flexible work style, so it is difficult for women (including non-regular employees) to continue working during pregnancy and childbirth.

  • Childcare leave use is not well balanced, and work balance is not progressing.

  • In recent years, the number of women who leave the company after two to three years of employment is increasing.

  • Due to the fact that the number of public holidays is small, the number of retirees has increased.

Quantitative target

  1. Reduce the percentage of female workers among the workers hiredRaise to around 30% (currently 26%)

  2. Raise the rate of taking paid leave to 50%.)

Effort details

  • Proactive publicity to job seekers about workplaces where women can play an active role

  • ​ Raising Awareness to Create a Workplace Culture Where Men and Women Can Contribute Both at Work and at Home

  • Sending a strong message from the top of the organization on correcting long working hours

  • Increased placement of female workers in workplaces that were traditionally dominated by male workers, and the provision of diverse work experience

  • ​Active operation of the conversion system from non-regular employees to regular employees

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