Promotion of Women’s Participation and Advancement
Active participation of women in the workplace
When the Act on Promotion of Women’s Participation and Advancement in the Workplace came into force, the percentage of women in managerial positions at INTAGE Inc. was 16.67%. FY2022,this percentage has increased to 22.50%.
If we include women in specialist positions not engaged in line management (collectively referred to as “executive positions” at INTAGE Inc.), the percentage is 26.0％, or one in four employees.
Not only are women employed as divisional heads (referred to as “Group Leaders” at INTAGE Inc.), others are also actively involved as group managers, general managers, and directors.
There are also a number of female employees serving as Group Leaders while raising children.
The Group Leader of the Human Resources Group, for instance, is actively involved at work while raising children at home.
Although there is some variation from year to year, women account for about 50% of new hires.
Marketing research is one of the core areas of business at INTAGE Inc., and is an occupation in which employees can play an active role regardless of gender.
From the beginning to the end of the job, there are no differences based on gender.
Rather, we often deal with products that are often purchased by women, and there are cases where women can make the most of their senses as single consumers.
Gender is not a deciding factor in employment, promotion or appointment to executive positions.
| Regular employees |
81.3% |
|---|---|
| Non-regular employees (part-time/fixed-term employment) |
78.4% |
| All employees |
76.4% |
Childcare
Almost all employees who are having or have had a baby return to work after taking maternity/childcare leave (over 90%), and play active roles at work while utilizing our system of reduced working hours for parenting.
This has been commonplace at INTAGE Inc. ever since the active participation of women in the workplace was first advocated long ago.
Some male employees also take childcare leave, enabling them to cooperate with their partners in raising their children.
At INTAGE Inc., it is also perfectly acceptable for male employees to leave work early to pick up their children from preschool.
Naturally, the same goes for female employees leaving work early.
INTAGE Inc. offers the following programs to assist employees with childcare:
- Flextime program
- Employees can also utilize the work-at-home program
- Employees can take childcare leave up until March 31 immediately after the child turns 1 year old (or until the child turns 2 years old in unavoidable cases)
- Shorter working hours for childcare are permitted until the day the child completes the third grade of elementary school.
In this way, INTAGE Inc. has developed a working environment in which employees can continue to work without being concerned about their stage in life.
| Rate of male childcare leave taken |
56% |
|---|---|
| Rate of childcare leave taken by women |
92% |
| Rate of childcare leave taken by all employees |
78% |
Analysis of present situation and action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace
March 19, 2021
INTAGE Inc.
1. Present situation at INTAGE Inc.
(1) Percentage of new female employees
- General positions
- 47.76%
- Contract/temporary positions
- 86.90%
(2) Average length of continuous service
- General positions (male)
- 6.02 years
- General positions (female)
- 7.37 years
- Executive positions (male)
- 16.43 years
- Executive positions (female)
- 19.23 years
- Contract/temporary positions (male)
- 9.48 years
- Contract/temporary positions (female)
- 3.97 years
(3) Average overtime worked each month (unit:hours)
| FY 2020 | FY 2021 | |||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Mar | Apr | May | Jun | Jul | Aug | Sep | Oct | Nov | Dec | Jan | Feb | |
| General positions (male) | 22.58 | 24.81 | 22.93 | 27.48 | 28.70 | 24.50 | 30.07 | 30.80 | 29.58 | 27.18 | 23.94 | 30.69 |
| General positions (female) | 19.82 | 23.40 | 22.23 | 23.94 | 24.40 | 21.57 | 27.48 | 25.59 | 23.85 | 22.57 | 21.16 | 23.63 |
| Executive positions (male) | 17.66 | 26.71 | 24.54 | 32.45 | 33.62 | 22.03 | 28.68 | 31.49 | 26.04 | 26.46 | 27.69 | 30.10 |
| Executive positions (female) | 19.10 | 28.91 | 26.24 | 37.49 | 37.66 | 26.84 | 33.03 | 30.29 | 26.52 | 25.93 | 27.10 | 31.81 |
| Contract/temporary positions (male) | 18.01 | 12.42 | 11.51 | 18.30 | 12.89 | 9.61 | 7.90 | 7.65 | 8.67 | 11.26 | 6.11 | 7.07 |
| Contract/temporary positions (female) | 8.30 | 11.11 | 7.80 | 10.16 | 10.23 | 8.78 | 11.82 | 12.85 | 11.10 | 12.07 | 13.10 | 12.87 |
| Total | 19.23 | 23.72 | 21.87 | 26.35 | 27.12 | 21.72 | 27.35 | 27.41 | 25.00 | 23.97 | 22.80 | 26.44 |
(4) Percentage of executive positions held by females
- Percentage of females
- 22.45% as of March 2021 (16.67% as of March 2016) (Industry average: 8.0%)
(5) Annual leave utilization
- 66.2% (FY2019)
2. Action plan
- (1)
Action plan period: April 1, 2021–March 31, 2026
- (2)
Contents of the first goal we are trying to achieve
Goal: Raise the percentage of executive positions held by females to at least 30%
Initiatives: The company sends out messages encouraging women in executive positions. Conducting career counseling - (3)
Contents of the second goal we are trying to achieve
Goal: Achieve annual leave utilization rate of 70% or more
Initiatives: Implement measures to encourage employees to take annual leave. Sending a message from the company encouraging people to take annual leave