Allowing Diverse Human Resources to Excel
Support for Balancing Childcare and Work
At SEKISUI CHEMICAL, the first five working days of childcare leave are treated as paid leave. In addition, there are systems that exceed the legal requirements, such as the taking of childcare leave until the child reaches three years of age and using the shortened working hours system until the child enters junior high school.
Following revisions to the Child Care and Family Care Leave Act, in fiscal 2022 we introduced the IkuBoss e-learning program (3,237 participants) for managers as part of our efforts to improve the environment for promoting the use of childcare leave among male employees. Similarly, we revised leave systems in accordance with childcare leave at the time of birth and division of childcare leave thereafter. Moreover, in order to support a balance between fertility treatments and work, we approached every employee, and held seminars on fertility and infertility treatment to promote an understanding of the issue among superiors and colleagues (143 participants). In addition, the system for using accumulated annual leave for reasons of infertility treatment has been revised so that it can also be used on an hourly basis.
■Target values (SEKISUI CHEMICAL)
Ratio of male employees taking childcare leave: 2023 50%, 2025 75%
Publication of action plans and actual results based on Japan's Act on Advancement of Measures to Support Raising Next-Generation Children.
https://ryouritsu.mhlw.go.jp/hiroba/search_dtl.php?cn=42410#actionplan
Support for Balancing Nursing Care and Work
SEKISUI CHEMICAL has in place a system that exceeds the legal requirements, such as setting the nursing care leave period to one year (first time). We disseminate content that is helpful for nursing care and offer nursing care preparatory seminars (video training programs) on the Balanced Support website on the intranet that can be viewed at any time.
Use of childcare-related systems (SEKISUI CHEMICAL)
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | ||
|---|---|---|---|---|---|---|
| Employees with newly born babies (persons) | Women | 21 | 20 | 27 | 31 | 21 |
| Men | 111 | 101 | 104 | 129 | 94 | |
| Total | 132 | 121 | 131 | 160 | 115 | |
| Employees with newly born babies who took childcare leave (persons) | Women | 14 | 19 | 23 | 25 | 19 |
| Men | 25 | 39 | 36 | 61 | 64 | |
| Total | 39 | 58 | 59 | 86 | 83 | |
| Ratio of those who took childcare leave (%)*1 | Women | 100 | 100 | 95.8 | 100 | 100 |
| Men | 22.5 | 39.0 | 34.6 | 47.3 | 68.1 | |
| Employees on childcare leave in the applicable fiscal year (persons)*2 | Women | 32 | 45 | 51 | 55 | 61 |
| Men | 28 | 44 | 49 | 67 | 89 | |
| Total | 60 | 89 | 100 | 122 | 150 | |
| Average number of childcare leave acquisition days (days)*3 | Women | 167.4 | 259.2 | 270.3 | 293.8 | 358.0 |
| Men | 14.2 | 24.7 | 43.3 | 38.8 | 29.1 | |
| Employees who returned to work after childcare leave (persons) | Women | 15 | 22 | 21 | 22 | 32 |
| Men | 26 | 39 | 46 | 59 | 81 | |
| Total | 41 | 61 | 67 | 81 | 113 | |
| Ratio of those who returned to work after childcare leave (%) | Women | 100 | 100 | 95.5 | 91.7 | 100 |
| Men | 100 | 100 | 100 | 100 | 100 | |
| Retention rate after one year of those who returned to work after having taken childcare leave (%) | Women | 100 | 100 | 100 | 88.2 | 94.6 |
| Men | 94.7 | 96.2 | 97.4 | 98.0 | 96.4 | |
- Ratio of those who took childcare leave: Excludes those who are taking maternity leave
- Employees on childcare leave in the applicable fiscal year: Employees who took childcare leave in the subject fiscal year, regardless of the fiscal year of the child’s birth (childcare leave is available until the end of the month after the child reaches 3 years of age)
- Average number of childcare leave acquisition days: The average number of days of childcare leave taken by employees who completed the period during which they were eligible to take childcare leave in the subject fiscal year in fiscal 2022.
Usage Results for the Balanced Support Policies (SEKISUI CHEMICAL)
| Policy | Main content | FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | |
|---|---|---|---|---|---|---|---|
| Shortened working hours for childcare | Can be taken up to the child enters junior high school. (The statutory end date is until the child reaches three years of age.) | Women | 41 | 55 | 67 | 64 | 70 |
| Men | 2 | 2 | 1 | 0 | 0 | ||
| Total | 43 | 57 | 68 | 64 | 70 | ||
| Use of flexible working hours | Times of starting and finishing work may be moved earlier or later by up to 60 minutes until the child reaches junior high school age. | Women | 9 | 10 | 6 | 4 | 0 |
| Men | 4 | 7 | 4 | 3 | 1 | ||
| Total | 13 | 17 | 10 | 7 | 1 | ||
| Family leave | Three days of special care leave per year granted until the child or grandchild starts high school. | Women | 62 | 62 | 51 | 54 | 68 |
| Men | 146 | 193 | 126 | 156 | 152 | ||
| Total | 208 | 255 | 177 | 210 | 220 | ||
| Nursing care leave | Up to a total of 93 days for each individual eligible for care. (Up to a maximum of one year for the first individual eligible for care.) | Women | 0 | 1 | 0 | 1 | 1 |
| Men | 4 | 4 | 1 | 2 | 1 | ||
| Total | 4 | 5 | 1 | 3 | 2 | ||
| Shortened working hours for nursing care | Two days per week or 4.5 hours per day for a maximum of three years for each individual eligible for care. | Women | 0 | 0 | 0 | 0 | 2 |
| Men | 2 | 4 | 1 | 1 | 1 | ||
| Total | 2 | 4 | 1 | 1 | 3 | ||
| Accumulated annual leave (for raising children) | Acquired on an hourly basis for children up to the age of 18 | Women | 44 | 57 | 39 | 37 | 52 |
| Men | 23 | 28 | 21 | 13 | 32 | ||
| Total | 67 | 85 | 60 | 50 | 84 | ||
| Accumulated annual leave (for personal injury or illness) | Acquired on a daily basis (10 or more consecutive business days) or hourly basis | Women | 5 | 2 | 9 | 13 | 46 |
| Men | 25 | 17 | 25 | 35 | 58 | ||
| Total | 30 | 19 | 34 | 48 | 104 | ||
| Accumulated annual leave (for care giving) | Acquired for care giving on a daily or hourly basis for spouses, parents, children, etc. | Women | 13 | 16 | 10 | 12 | 20 |
| Men | 14 | 9 | 6 | 2 | 10 | ||
| Total | 27 | 25 | 16 | 14 | 30 | ||
| Accumulated annual leave (for health nursing) | Acquired for health nursing on a daily or hourly basis for spouses, parents, children, etc. | Women | 19 | 28 | 14 | 24 | 38 |
| Men | 21 | 21 | 14 | 11 | 37 | ||
| Total | 40 | 49 | 28 | 35 | 75 | ||
| Accumulated annual leave (for fertility treatment) | Acquired on a daily or hourly basis | Women | 1 | 2 | 1 | 1 | 4 |
| Men | 0 | 0 | 0 | 0 | 0 | ||
| Total | 1 | 2 | 1 | 1 | 4 | ||
| Accumulated annual leave (for volunteering) | Acquired on a daily or hourly basis | Women | 1 | 3 | 1 | 0 | 0 |
| Men | 4 | 5 | 1 | 0 | 1 | ||
| Total | 5 | 8 | 2 | 0 | 1 |
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Note 1:Accumulated annual leave can be accumulated up to 40 days per year from the expired annual paid leave, and can be taken on a daily or hourly basis depending on the purpose.
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Note 2:see here for the status of taking annual paid leave.