March 8th国際女性デーInternational Women's DayInclusionSince 2021, we have been providing training for female employees to advance their careers. Eligible female employees learn the mindset and necessary skills for leadership through approximately six months of women’s leadership training. The goal is for each individual to become aware of their own strengths and challenges, and to take new actions toward career development. A total of one day of training is also provided to supervisors of female employees, contributing to the creation of an inclusive corporate culture that encourages the promotion of women. We continue to build a platform where female employees can consult with each other on issues related to their leadership roles after the training, thereby supporting the success of female employees.Female manager development programInitiatives on International Women’s DayInitiatives to encourage male employees to take maternity leave19On March 8, International Women’s Day (International Women’s Day), CCBJH held an internal event to discuss gender equality. At the event, employees learned about the CCBJH Group’s active commitment to diversity and gender equality, with the promotion of diversity and inclusion as one of the priorities in its management strategy. In addition, male employees who have taken maternity leave and female managers took the stage to share their learning through their experiences with flexible work styles, workplace environment, and motivation for female employees to take an active role and advance their careers, providing an opportunity for the participating employees to envision their desired work styles and careers. We continue to make efforts to create an environment where each employee with diverse backgrounds can demonstrate their abilities, grow, and feel proud to be an employee of the CCBJH Group while being highly motivated to perform to their fullest.Prior to the implementation of national legislation, we created our own childcare leave system to make it easier for male employees to take childcare leave. In addition, in order to make it more convenient, we extended the timeframe for taking leave from the initial three months to one year from 2022. This increases the flexibility in taking leave based on necessity, making the system more meaningful. Since 2018, we’ve been promoting a project called “Papa Apron” to raise awareness of male parental leave and encourage its use. The managers subsequently present it to the male employees who have become fathers at meetings and other occasions to congratulate them and encourage them to take the leave. We continue to focus not only on creating systems, but also on the strategy and behaviors that will enable these systems to be used.Gender
元のページ ../index.html#20