In 2007 we introduced the CTC Mentoring Program, with the objectives of training future leaders, offering career-shaping support and improving the human skills of our employees. Through continuous meetings and interactions over a fixed period, senior employees (mentors) build trusting relationships with junior employees (mentees). The mentors provide mentees with necessary information, give and/or receive feedback on that information, and offer them career-shaping support.
A mentee training seminar
A social event for mentors and mentees
Since 2010, we have been holding opinion exchange meetings between management and female employees on the topic of active involvement for female employees. Mentors from our mentoring scheme participate in these meetings as female employees.
Career-Shaping Support for Female Sales Personnel
As a measure for facilitating career building and levelling-up for female sales personnel, we hold exchange meetings with firms from other business areas (seven firms in total, including CTC). In addition to enabling our employees to gain understanding and appreciation of other industries through interaction with female sales personnel from other firms with different business cultures, these meetings also provide opportunities for them to make connections and expand their network.
Action Plan Based on the Act on Promotion of Women's Participation and Advancement in the Workplace*
General Business Operator Action Plan
Action Plan for Promoting Active Roles for Female Employees
In addition to creating an environment in which all employees can make sufficient use of their abilities and take an active role, and to contribute to society as a company, we have formulated the following Action Plan.
1. Action Plan period:
April 1, 2016 through March 31, 2021 (five years)
We will aim to double the number of female employees in leadership roles (45 during the most recent business year, fiscal 2014) by the end of fiscal 2020.
3. Details of initiatives:
- We will proactively communicate information regarding the fact that employees can take an active role in our workplace regardless of their gender, through our career-shaping support initiatives for female employees and the use of real-life case studies, etc.
- We will continue to operate a scheme for re-hiring employees who have left the company due to reasons such as childcare and caregiving responsibilities, or the relocation of their spouse.
(2) Workplace atmosphere & culture
- We will seek to raise awareness amongst our management personnel of varying communication and instruction methods to respond to the unique characteristics of male and female employees.
- We will continue to hold training seminars for managers with subordinates who have returned to work after childcare leave.
- We will work to achieve more flexible working styles that support balancing of work with childcare and/or caregiving responsibilities.
(3) Rectification of long working hours
- We will continue our initiatives to reform the way we work, and facilitate more efficient working styles.
(4) Career-shaping support for female employees
- We will continue to offer a mentoring scheme in which senior employees (mentors) build trusting relationships with junior employees (mentees) through continuous meetings and interactions over a fixed period; whereby mentors provide mentees with necessary information, give and/or receive feedback on that information, and offer them career-shaping support.
- We will support the formation of networks between female employees and create opportunities for information provision and exchanges/interactions that are helpful in shaping their future careers.
- We will implement awareness raising and education for training employees to take leadership positions.
- The Act on Promotion of Women's Participation and Advancement in the Workplace (Promotion of Active Participation for Women Act):
The Act on Promotion of Women's Participation and Advancement in the Workplace (Promotion of Active Participation for Women Act) was established in order to create working environments that enable women to make sufficient use of their abilities and take an active role in the workplace. Due to the enactment of this Act, as of April 1, 2016, it became obligatory for companies employing 301 or more workers to take steps such as the formulation of action plans for the promotion and facilitation of active roles for female employees.
(Extracted from the Ministry of Health, Labour and Welfare (MHLW) website).