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Promoting Diversity and Work-Life Balance
The Ryoyo Group seeks to contribute to society by supporting the next generation and building comfortable workplace environments where employees can balance work and child-rearing responsibilities and fully demonstrate their potential.
Kurumin Certified by the Minister of Health, Labor and Welfare
On May 18, 2022, the Company acquired Kurumin certification,* which is granted by the Ministry of Health, Labour and Welfare in recognition of “childcare supportive companies” based on the Act on Advancement of Measures to Support Raising Next-Generation Children.
The Ryoyo Group is committed to building workplaces where employees can maintain a healthy lifestyle while enjoying a good work-life balance. The aim is for employees to maintain their employment even during life changes such as childbirth, child-rearing, and nursing care. The Group will continue to position the promotion of work-life balance as an important management issue. This effort includes improving workplace environments, revising work rules, offering various work styles, and taking other tangible and intangible measures. The Group is committed to creating workplaces where employees can make the most of their abilities and play an active role.
*Kurumin:
Based on the Act on Advancement of Measures to Support Raising Next-Generation Children, companies that have formulated an action plan for employees’ work and child-rearing, and have submitted notification to that effect, may apply to receive certification if they have achieved the goals set forth in the plan and meet certain standards.
General Employer Action Plans
- General Employer Action Plan Based on the Act on Advancement of Measures to Support Raising Next-Generation Children
- General Employer Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace
General Employer Action Plan Based on the Act on Advancement of Measures to Support Raising Next-Generation Children
1. Planning period
From February 1, 2022 to March 31, 2025
2. Goals and action plan
Goal 1: Raise the childcare leave utilization rates during the plan period to the following levels or higher
１）Women: Maintain a childcare leave utilization rate of at least 80%, during the plan period
２）Men: Utilization rate of at least 10%, during the plan period
◆Action to achieve goal
Starting April 2022: Create a consultation service for employees to get information about childcare and paternity leave
Goal 2: Provide information on the childcare and paternity leave system via the Ryoyo intranet portal
◆Action to achieve goal
Starting October 2022: Prepare and publish relevant content on the intranet portal
Goal 3: Maintain an annual paid leave utilization rate of at least 50%
◆Action to achieve goal
Starting April 2022: Raise awareness of the updated utilization rate goal and importance of taking planned paid leave
Starting April 2023: Monitor leave utilization monthly, and raise the awareness of employees who are not using their paid leave
General Employer Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace
1. Planning period
From April 1, 2022 to March 31, 2025
2. Issues
- Low percentage of women among new hires(38.5% over the past three years)
- Low percentage of management positions held by women (end of FY2021: 7.3%)
- Need to improve the training system to increase the percentage of management positions held by women
3. Goals and action plan
Goal 1: Ensure that at least 30% of new graduates hired during the plan period are women
◆Action to achieve goal
Starting April 2022: Actively convey to jobseekers that Ryoyo is a company where women play an active role. This includes having up-and-coming women from our workforce speak at student briefings.
Goal 2: Raise the percentage of management positions held by women to 15% or more
◆Action to achieve goal
Starting April 2022: Actively recruit mid-career women who will lead the future of the business
Goal 3: Enhance training for all employees to help increase the percentage of management positions held by women
◆Action to achieve goal
Starting April 2022: Identify issues and conduct interviews for the implementation of specific programs
Starting April 2024: Implement training for all employees to help increase the percentage of management positions held by women
4. Progress on Creating More Opportunities for Women
| Data Item | Fiscal Year | Figure |
| Number of employees | End of FY2022 | 542 |
| Number of women in the workforce | End of FY2022 | 138 |
| Percentage of women in the workforce | End of FY2022 | 25.4% |
| Average number of years of service for women | End of FY2022 | 10.3 years |
| Percentage of women among new recruits | Average for the past three years | 23.6% |
| Childcare leave utilization rate for women | Average for the past three years | 100% |
(Our action plan is also available in Japanese on the Ministry of Health, Labor and Welfare’s “Work-Life Balance Support Plaza” website)
Voluntary Action Plan for Promoting Women as Officers and Managers
As a member of Keidanren, our voluntary action plan is available in Japanese on that organization’s website (link below).
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