General Employers Action Plan
》 Main Goals 》 Value Creation Process
》 Materiality（Material Issues）
》 ESG Data
》 GRI Content Index 》 Outline of Activities
》 Website accessibility policy
》 Health and productivity management
》 Initiatives for Achieving SDGs 》 TCFD
》 Improvement of service quality
》 Annual Report(Integrated Report)
3.6% (FY2020)／3.6% (FY2021)／3.7% (FY2022)／3.4% (FY2023)／
3.1% (FY2024)
We have established the following action plan aiming to create an employment environment in which women can play an active role.
1. Period:
April 1, 2024 to March 31, 2029
2. The Company’s challenges
(1) Few female employees are in middle managerial positions.
(2) Few female employees are in managerial positions one rank below middle managerial positions.
3. Goals and actions
Goal 1: Increase the number of female employees in middle managerial or higher positions by one or more women.
＜Actions＞
●From April 2024: Consider conducting women’s awareness surveys and questionnaires
●From April 2025: Implement training that includes women
●From April 2027: Select female candidates for managerial positions in each department
●From April 2028: Appoint women to managerial positions based on their training performance
Goal 2: Increase the number of female employees in managerial positions one rank below middle managerial positions by one or more women.
＜Actions＞
●From April 2024: Implement training programs for female candidates for managerial positions
●From April 2025: Consider renewing training programs
●From April 2026: Select female candidates for managerial positions in each department
●From April 2027: Formally approve female candidates for managerial positions selected in each department as candidates
●From April 2028: Appoint women to managerial positions based on their training performance
》 Action Plan of Artner Co., Ltd. [PDF 73.5KB/1 page]
We have established the following action plan aiming to create an accommodating employment environment that enables employees to demonstrate their abilities and achieve a better work-life balance.
1. Period:
April 1, 2024 to March 31, 2029
2. Details
Goal 1: Make improvements to offer programs beyond those required by childcare laws.
＜Actions＞
●From April 2024: Collect information on programs that go beyond what is required by law
●From April 2025: Conduct a detailed review of programs that go beyond what is required by law
●From April 2026: Prepare draft rules on programs that go beyond what is required by law
●From April 2027: Enforce and increase awareness about rules on programs that go beyond what is required by law
●From April 2028: Update and increase awareness about the childcare support guidebook
Goal 2: Increase usage of childcare leave and nursing care leave to the following or higher levels.
Childcare leave 30% or higher usage rate (male employees)
80% or higher usage rate (female employees)
Nursing care leave 15% or higher usage rate (male and female employees)
＜Actions＞
●From April 2024: Update and increase employees’ awareness about the childcare support guidebook
●From April 2025: Consider relaxing the requirements for childcare and nursing care leaves
●From April 2026: Prepare a proposal on relaxing the requirements for childcare and nursing care leaves
●From April 2027: Prepare draft rules that relax the requirements for childcare and nursing care leaves
●From April 2028: Enforce and increase awareness about rules that relax the requirements for childcare and nursing care leaves
