The Wacoal Group seeks to enhance mutual trust with its employees and promotes efforts to create work environments that enable individual employees to work vigorously and with a sense of pride and fulfillment.
Reconciliation of Family Life and Career
Wacoal has promoted the creation of a work environment that enables employees to balance work and family life.
The tables below show the status of employee use of childcare leave, caregiving leave, and similar programs in FY2010. The number of those using these programs has been increasing over the past five years, indicating that desirable effects have been steadily brought about by expanding support measures and improving the environment for the use of those programs. At the same time, however, there still remain issues to be tackled. We will continue to make efforts to develop an environment that enables more employees to access these systems more easily on an individual Group company basis.
Status of Employee Use of Childcare Leave and Caregiving Leave (As of March 31, 2011)
•Childcare leave
| FY | 2006 | 2007 | 2008 | 2009 | 2010 | Total |
|---|---|---|---|---|---|---|
| No. of those giving birth | 71 | 63 | 82 | 92 | 97 | 405 |
| No. of childcare leave takers | 65 | 59 | 75 | 91 | 94 | 384 |
| Percentage of childcare leave takers | 91.5% | 93.7% | 91.5% | 98.9% | 96.9% | 94.8% |
| Percentage of those returning to work after the leave |
90% | 98.3% | 93.3% | 94.4% | 100% | 94.1% |
| No. of those resigning after the leave | 13 | 9 | 14 | 3 | 0 | 39 |
WACOAL CORP.
•No. of those giving birth = No. of employees who gave birth in each fiscal year (April to March)
•Percentage of childcare leave takers = No. of childcare leave takers / No. of those giving birth
•No. of those resigning after the leave = No. of those who retired as of March 31, 2011
•Abbreviated working hours for childcare/child care break
| FY | 2005 | 2006 | 2007 | 2008 | 2009 | 2010 |
|---|---|---|---|---|---|---|
| Abbreviated working hour system users for childcare |
24 | 28 | 44 | 54 | 65 | 75 |
| Childcare break system users | 46 | 44 | 56 | 68 | 68 | 76 |
WACOAL CORP.
•Number of those who used the system for abbreviated working hour for childcare and the childcare break system in each year, regardless of child-bearing year
•Caregiving leave, abbreviated working hours for caregiving, flexible working hours for caregiving
| FY | 2005 | 2006 | 2007 | 2008 | 2009 | 2010 |
|---|---|---|---|---|---|---|
| Caregiving leave | 1 | 4 | 4 | 7 | 4 | 0 |
| Abbreviated working hours for caregiving |
1 | 3 | 0 | 0 | 1 | 0 |
| Flexible working hours for caregiving |
0 | 0 | 0 | 1 | 0 | 1 |
WACOAL CORP.
※ As of March 31, 2011
Wacoal Action Plan
In April 2010, Wacoal Corporation established “Wacoal Action Plan” to promote a balance between work and childcare, in line with the Japanese Act for Measures to Support the Development of the Next Generation.
•The Status of Progress
| Wacoal Action Plan | Description/Progress |
|---|---|
| •Issues to be tackled for employees engaged in childcare | |
| ⑴ Improve our system for exempting employees engaged in childcare from overtime, making it stricter than what is legally required. | The systems were extended from “until the end of the month in which the child reaches age 3” to “the child’s entry into elementary school” (Starting on April 1, 2011) |
| ⑵ Encourage male employees to take childcare leave, and achieve a participation rate of 10% or more. | As part of efforts to encourage male employees to take childcare leave, a five-day paid leave is provided to those taking temporary leave. (Starting on April 1, 2011) |
⑶Expand the selection of “ways of working” and “ways of taking leave” of employees engaged in childcare
|
①Related policy revised to improve the situation (June 30, 2010) ②Related policy revised to improve the situation (June 30, 2010) ③Under consideration ④Under consideration |
| •Details of related efforts Reduce overtime work by promoting operational efficiency and improve the work environment so that it is easier to go home early or to take a paid leave. |
|
| ⑴Promote the “no overtime day” program companywide. | Improvement is necessary to promote more effective implementation of the program. |
| ⑵Discuss a program to assist employees taking leave for memorial and other events between labor and management and determine the direction of policy. | Under consideration |
| ⑶Confirm other concrete measures between labor and management and implement them. | Under consideration |
We will make efforts to keep our employees informed about the revised programs. With regard to the programs under consideration, we will come up with concrete measures to promote convenience for our employees.
Relationship with Labor Union
The Wacoal Group has a labor union. The Wacoal Labor Union, organized by employees for Wacoal Corp. and some other Wacoal Group companies, is run under the union shop system. (A total of 3,777 union members as of March 31, 2011)
The preamble to Wacoal’s labor agreement made between the labor and management clearly states that under a spirit of mutual trust, the development of the Wacoal Group and the improvement of working conditions for union members will be promoted through productivity enhancement. In Labor-Management Council meetings, the progress of medium-term management plans is reported and the operation of the human resources management system is checked and confirmed, thus promoting better relations between the labor and management.
