Our business activities are supported by a wide range of stakeholders. We will contribute to the realization of a prosperous society by meeting the expectations of our stakeholders and earning their trust.
- Creating Comfortable Workplaces
- Human Resource Development
- Promoting Diversity
- Respect for Human Rights
- Activities through Business
With a declining birthrate and an aging population giving rise to a shrinking labor force, we believe it is necessary to accept diverse work-styles and values and demonstrate our collective strengths as a whole company. Based on this idea, CONEXIO is aiming to realize work-life balance by promoting flexible work-styles and creating workplace environments where each and every individual employee can play an even more active role. In particular, we are working on a variety of initiatives to create workplace where both male and female employees can continue to work while raising children, and to become a company where employees can advance their careers while balancing work and childcare.
The employer’s action plan based on the Women’s Participation Promotion Act (basic policy for the third term)
≪Execution period: April 1, 2021 – March 31, 2023≫
During the first term from FY2016 through FY2017, we expanded diverse workstyles in regards to providing support for the career development of younger employees and female employees returning to work from childcare leave, discovering and training female leadership candidates, and promoting the work-life balance, and we developed an environment in which employees who experience significant life events can continue to work.
In the second term from FY2018 through FY2020, we promoted the understanding of our system to help balance work and family life, and provided support that would enable employees to grow and thrive more than ever before, with the goal of raising the percentage of female employees among all employees holding a managerial position to 10% and the percentage of female supervisors to 25% in terms of the career development of female employees (FY2020 results: the percentage of female managers at 11% and the percentage of female supervisors at 25.9%).
During the third term, we will strive to foster a free-spirited corporate culture in which employees can exert creativity, and aim to create a workplace environment where each and every employee can work vibrantly and act themselves and fully demonstrate their potential.
＜Targets and initiatives＞
1) Providing professional opportunities for female employees
Target: Raise the percentage of female employees among all employees holding a managerial position to 15%
- Present diverse role models and diverse career path examples to younger employees / introduce female employees to female managers who will become role models, such as by setting up forums for them to meet
Provide support for creating networks of female employees who are in the similar ranks, such as by setting up forums for them to meet
2) Developing an employment environment that helps employees balance work and family life
Target: Increase the rate of use of childcare leave among male employees to 75% and the average number of leave days taken to five days
- Encourage male employees to participate in childcare such as by having their supervisors review their workstyles
- Thoroughly get across the systems available to help balance work and family life to employees and managers
CONEXIO received the Platinum Kurumin certification in July 2018, and is not required to formulate and submit the employer’s action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children. We will continue disclosing the execution status of our measures to support raising next-generation children on the Ministry of Health, Labour and Welfare’s website, Forum for Support in Balancing Work and Family Life.
Diversity promotion system
In October 2012, we established the Diversity Promotion Office, which promotes businesses dedicated to diversity, such as promotion of the empowerment of female employees, helping employees balance work and family life and enriching work-life balance, and work style reform.
In October 2020, we established the Diversity Promotion Committee under the CSR Committee (current Sustainability Committee) chaired by the President.
Through the Diversity Promotion Committee, we will further strengthen and promote our response to rapid changes to the external environment including lifestyle changes and diverse values brought about by the COVID-19 pandemic and aim to create a workplace environment where each and every employee can work vibrantly in a way true to themselves.
Diversity promotion initiatives
Further promotion of help balancing work and family life
In order to further promote our system to help balance work and family life, we will deliver messages from top management, run awareness raising activities among employees holding a managerial position and supervisors, and use guidebooks and support sheets to deepen mutual understanding between supervisors and subordinates.
Support for employees taking childcare leave
At pre-childcare leave training sessions, we give advice to women who are about to take childcare leave on how to find nurseries, how to spend their childcare leave, and how to balance their work and family life.
Gatherings of employees taking childcare leave
We organize a place for information exchange for employees on childcare leave and their families, where they can ask for advice related to parenting, finding a nursery, and returning to work. We also make use of SNS sites where employees on childcare leave can obtain company information.
Promoting use of childcare leave among male employees
We are further promoting the use of childcare leave among male employees, in addition to female employees. Initiatives include asking male employees who have taken childcare leave to write reports, which are featured in the internal newsletter and portal.
Running a female managers’ school
We run half-year courses with the aim of training future female managers. The course aims to help women grow as leaders by teaching the necessary knowledge for management and having them try solving the issues of their own divisions.
Hiring people with disabilities
By taking each individual’s disability into consideration in their duties, we provide working environments where employees can work comfortably. We currently have around 100 employees with disabilities who engage in duties such as administrative work, in-store customer service, and back-office operations, including in our special subsidiary.