We have been committed to measures to support employees aiming at “balancing work and family life” from the viewpoint of equal employment opportunities for men and women, corporate social responsibility including countermeasures to the falling birth rate, increasing motivation of employees, correcting long working hours, and so on. We have completed the second action plan based on the Law for Measures to Support the Development of the Next Generation, and are now promoting the third action plan. For example, the number of half-day holidays with pay has been increased, short-time working system has been expanded, and employees can take child care leave until the child is 2 years of age to concentrate on caring for their children.
In addition, for better balance between work and private life, we will enhance awareness among administrative employees while helping them understand the system through the Work-Life handbook.

Since October 2008, we have been conducting a survey on employees' views to draft and implement personnel measures in which employees' needs are reflected more explicitly. The general analysis of the results of the survey was explained in in-house magazines, etc. In addition, the results were analyzed on department basis, and general managers of the departments got to understand issues concerning their departments and take remedial measures. Thus all employees have continued with activities aiming at creating a more ideal work environment.

When we analyzed the results of the ‘Energetic Survey’ that is continuously being conducted, we found that employee satisfaction was lower for the personnel system of general staff (clerical and engineering work) and they were also concerned about their future career. We therefore clarified the personnel requirements so that the careers of general staff can be pictured easier, and established a fair and more convincing personnel evaluation standard. We believe that this revision was motivated by the voices of employees.