Bell-Park has established the following action plan for the purpose of maintaining workplace environments that are pleasant and
productive. Bell-Park is dedicated to supporting the advancement of female employees and to enabling everyone at the company to maintain a suitable work-life balance.
April 1, 2021 to December 31, 2024 (three years and nine months)
Increase the number of female managers to at least 20% of all managers by the end of 2024.
Since April 2021, we have been reexamining working styles, tasks and other items to enable women who are pregnant or caring for a child to be managers. We will take actions to create a workplace environment that enables employees to achieve their full potential while maintaining the proper balance between work and childcare.
In addition, we established a goal in April 2021 for the number of female managers and started implementing an action plan and a program to monitor progress. We also plan to revise personnel systems and other items in order to eliminate problems that could prevent female managers from remaining at Bell-Park for many years.
Increase the average annual paid leave used per employee to at least 12 days by the end of 2024.
We started a campaign in April 2021 to encourage people to use their paid leave for at least four consecutive days. A notice concerning this campaign was posted on our internal portal site and an e-mail message about the campaign was sent to everyone.
Starting in January 2022, all employees will be encouraged to enter the planned use of paid leave every month in working shift tables and other documents.