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 FY2011. 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, 2012)
•Childcare leave
| FY | 2007 | 2008 | 2009 | 2010 | 2011 | Total |
|---|---|---|---|---|---|---|
| No. of those giving birth | 63 | 82 | 92 | 97 | 106 | 440 |
| No. of childcare leave takers | 59 | 75 | 91 | 94 | 87 | 406 |
| Percentage of childcare leave takers | 93.7% | 91.5% | 98.9% | 96.9% | 82.1% | 92.3% |
| Percentage of those returning to work after the leave |
98.3% | 93.3% | 95.6% | 97.6% | 60.0% | 95.0% |
| No. of those resigning after the leave | 9 | 18 | 7 | 4 | 0 | 38 |
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, 2012
•Abbreviated working hours for childcare/child care break
| FY | 2006 | 2007 | 2008 | 2009 | 2010 | 2011 |
|---|---|---|---|---|---|---|
| Abbreviated working hour system users for childcare |
28 | 44 | 54 | 65 | 75 | 90 |
| Childcare break system users | 44 | 56 | 68 | 68 | 76 | 94 |
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 | 2006 | 2007 | 2008 | 2009 | 2010 | 2011 |
|---|---|---|---|---|---|---|
| Caregiving leave | 4 | 4 | 7 | 4 | 0 | 2 |
| Abbreviated working hours for caregiving |
3 | 0 | 0 | 1 | 0 | 0 |
| Flexible working hours for caregiving |
0 | 0 | 1 | 0 | 1 | 0 |
WACOAL CORP.
※ As of March 31, 2012
Accreditation as a Child-Rearing-Support Company, Acquisition of Kurumin Mark
Enabling Each Employee to Realize Their Individuality and Work with Gusto
To help personnel meet both their professional and family commitments, we prepared and implemented the Wacoal Action Plan. As a result, we met the goals of this action plan (April 2010 - March 2012) and received accreditation as a general employer conforming to standards stipulated by the Act on Advancement of Measures to Support Raising Next-Generation Children, enacted to promote countermeasures in response to Japan's falling birth rate.
Companies implementing plans to develop workplace environments that enable employees to combine work and child rearing and meeting certain other requirements receive the Kurumin mark.
The Kurumin mark, an accreditation from the Ministry of Health, Labour and Welfare
To ensure each individual among our diverse personnel can realize their abilities to the utmost, we will continue developing workplace environments that enable employees to combine work and child rearing based on the Wacoal Action Plan.
Wacoal Action Plan (three years, from April 1, 2012, to March 31, 2015)
| Goal | Measures |
|---|---|
| Initiatives targeting employees rearing children | |
| ⑴ As a measure helping beauty advisors combine work and child rearing, build system that supplies substitute personnel to stores where personnel work shortened hours |
|
| ⑵ Encourage male personnel to take childcare leave, achieve childcare leave rate of at least 20% | Urge male personnel with newly born babies or whose partners are due to have babies to take leave |
| ⑶ Increase the work-style and leave-style options for personnel caring for children |
|
| Initiatives related to revising work style Enrich professional and private lives of personnel by increasing operational efficiency and heightening productivity and thereby reducing overtime work and encouraging taking of paid vacations |
|
| ⑴ Heightening productivity to reduce actual working time and help promote balance between professional and private lives of personnel |
|
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 3,927 union members as of March 31, 2012)
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.
