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2016 MTPC keynote speech
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Company A (Manufacturer)
Company B (Manufacturer)
History of WLB
Efforts
Following the revision of the Equal
Employment Act in April 1998 (enforced
in relation to motherhood protection),
the company undertook positive action.
The five main points in the history of
these efforts were (1) Compliance with
the Equal Employment Act (1998-), (2)
Changing awareness/corporate climate
(2001-), (3) Compliance with the Act for
Measures to Support the Development
of the Next Generation (2003-), (4)
Improvement of the employment
environment (e-Work, etc.), and (5)
Labor movement.
The company focused on reorganizing
human resources between 2000 and 2005
(efforts centered on system changes:
performance-based evaluation and
treatment) and between 2006 and 2007
(efforts centered on human resource
training). In particular, since 2006, the
company has been implementing WLB
measures targeting all employees and
aimed at “harmony with society”. Points
include countermeasures against long
working hours and the promotion of mental
health care.
Concrete
Efforts Related
to WLB
● Compliance with the Equal
Opportunity Act (childcare leave,
nursing care leave, child-plan leave,
family support leave, work and life
support duties)
● Changing awareness/corporate
climate
● Compliance with the Act for
Measures to Support the
Development of the Next Generation
(“First Action Plan” in 2005; “Second
Action Plan” in 2007)
● Improvement of the employment
environment (establishment of an
E-Work Promotion Office)
● Labor movement
● Choosing lifestyle/work style: career
track selection system; change-of-track
support system; re-employment system
for workers aged 60 years
● “
Kirameki
(Sparkling) Life Promotion
Office” (2007): supporting a place where
women can play an active role within
business activities (childcare support
system, etc.)
● Career plan training: providing
opportunities for individual employees to
consider their own careers and life plans
● Mental health measures
● Countermeasures against long working
hours