Diversity & Inclusion
Promoting the advancement of women
For sustainable development and innovation, JACCS is promoting the advancement of female employees. To increase the number of female employees involved in future management decision-making, the Company has established targets for the ratio of female employees among management-level positions, and is undertaking training and proactive promotions.
JACCS believes that it is important to create an environment in which female employees can pursue a successful career without suffering negative impact on their career advancement due to such factors as childbirth and child-rearing. JACCS is developing programs that enable employees to achieve a balance between career and raising a family, through child-rearing support.
Initiatives Pursuant to the Act on the Promotion of Women’s Active Engagement in Professional Life
Plan period
April 1, 2023–March 31, 2025 (Two years)
KPIs, outline of initiatives and period of implementation
KPI 1: Development and appointments
The Group has set a target of 35% for the ratio of female employees among employees who hold the position of section manager or higher, or employees who have subordinates and hold a position one rank lower than section manager.
- Fiscal year ending March 31, 2024
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- Proactive appointment of female employees to management positions
- Implementation of communications programs that highlight the achievements and activities of female employees
- Support for diversified working styles
- Support for achieving a balance between work and childrearing and care for elderly family members
- Proactive implementation of job rotation
- Development of role models and thorough follow-up structures
- Implementation of training programs with the objective of expanding the pool of management candidates
- Developing and enhancing institutional systems
- Fiscal year ending March 31, 2025
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- Continued implementation
| FY 03/2022 | FY 03/2023 | FY 03/2024 | KPI | |
|---|---|---|---|---|
| Total | 714 | 705 | 730 | - |
| Female | 211 | 229 | 263 | - |
| Ratio of female employees | 29.6% | 32.5% | 36.0% | 35.0% |
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※The figures recorded for each fiscal year are as of the fiscal year-end.
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※The ratio of female employees on April 1, 2024, was 36.6%.
| FY 03/2022 | FY 03/2023 | FY 03/2024 | KPI | |
|---|---|---|---|---|
| Females holding managerial rank | 9.8% | 13.3% | 17.8% | 19% |
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※The ratio of female employees among employees holding the position of section manager or higher, as of April 1 in each fiscal year
KPI 2: Rectification of long working hours
The Group sets a target for average overtime per month of 12.0 hours or less for full-time, regular employees.
- Fiscal year ending March 31, 2024
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- Implementation of JACCS Work-Life Balance Promotion (JWP)
- Promotion of thorough personnel management and enhancement of operational efficiency
- Fiscal year ending March 31, 2025
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- Continued implementation
Average monthly employee overtime hours (full-time, regular employees)
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※Please refer to the web page covering JWP, and specifically within Overview and results of initiatives, “3. A maximum of 30 hours of overtime worked per month.”
Differential in pay of male and female workers
| FY 03/2022 | FY 03/2023 | FY 03/2024 | KPI | |
|---|---|---|---|---|
| All workers | 55% | 56.9% | 58.7% | 60% |
| Regular full-time workers | 54% | 54.6% | 55.5% | 57% |
| Part-time and fixed-term contract workers | 68.6% | 70.6% | 75.3% | 76% |
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※At present, the Company is aware of a large differential between male and female salary and wage levels owing to such factors as the high number of males in management positions and the high number of females in part-time positions. Furthermore, the Company is aware that its programs aimed at creating a workplace environment that will enable female employees to fulfill their maximum potential—including through the appointment of females to management-level positions—are at the development stage. Hence, the Company is implementing a range of initiative aimed at reducing pay differentials.
Utilization of childcare leave program by eligible employees
| FY 03/2022 | FY 03/2023 | FY 03/2024 | KPI | |||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Eligible | Took leave | Ratio | Eligible | Took leave | Ratio | Eligible | Took leave | Ratio | ||
| Female | 57 | 57 | 100% | 46 | 46 | 100% | 62 | 62 | 100% | 100% |
| Male | 32 | 27 | 84.4% | 26 | 22 | 84.6% | 16 | 22 | 137.5% | 90% |
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※With regard to utilization of the childcare leave program by eligible employees, this is also part of the Group’s initiatives pursuant to the Act on Advancement of Measures to Support Raising Next-Generation Children.
Promoting the participation of seniors
Anticipating the further aging of Japanese society, JACCS allows employees to continue working until age 70, and has created a compensation structure according to the size of each role. Based on these measures, all employees can maintain a high level of motivation, and the Company is pursuing the creation of an environment that enables employees to continue working.
Appointing diverse human resources
To adapt to a market environment characterized by rapid change and uncertainty, JACCS recruits and promotes human resources that possess a wide variety of backgrounds.
| FY 03/2022 | FY 03/2023 | FY 03/2024 | |
|---|---|---|---|
| Ratio of mid-career recruits among regular full-time employees | 43.7% | 59.4% | 53.1% |
Promoting the employment of people with disabilities and the establishment of these practices
At present, there are approximately 80 people with disabilities who are playing active roles at JACCS. The ratio of employees with disabilities as a proportion of total employees is 2.47% (as of June 1, 2023). JACCS is working to create an environment in which each of these employees is able to work with peace of mind, while the Company also takes into consideration the particular characteristics of each employee’s disability.
