Announcement of the Update of the "General Business Owner Action Plan" Based on the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising the Next Generation of Children
Faith Network Co., Ltd. has updated its "General Business Owner Action Plan" based on the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising the Next Generation of Children. The plan aims to increase female managers and specialists, improve parental leave acquisition rates for both genders, and reduce overtime hours, supporting diverse career development and work-life balance for employees.
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- 📰 Published: April 2, 2026 at 00:30
- 🔍 Collected: April 1, 2026 at 16:47
- 🤖 AI Analyzed: April 22, 2026 at 02:01 (489h 13m after Collected)
Faith Network Co., Ltd. (Headquarters: Shibuya-ku, Tokyo; Representative Director and President: Jiro Hachiya; hereinafter "the Company") is pleased to announce that it has updated its "General Business Owner Action Plan" (hereinafter "the Plan"), which has been formulated and operated based on the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising the Next Generation of Children.
◆ Background of the Plan Update
To realize our management philosophy, we believe that the abilities and creativity of each employee are the source of new value, and creating an environment where these strengths can be maximized is one of our important management challenges. We have formulated and promoted this Plan, working to achieve work-life balance and improve employee retention rates.
This time, we have updated the Plan with the aim of actively creating opportunities for women to play more responsible roles, thereby promoting independent career development support, strengthening work-life balance support for both genders, further improving job satisfaction and ease of work, and fostering employee development and retention.
Through this Plan, the Company will strongly support the diverse career development and work-life balance of each employee. We aim to create a workplace where all employees can maximize their abilities and achieve sustainable growth through strengthening human capital.
◆ Overview of the Plan
【Women's Empowerment Action Plan】https://faithnetwork.co.jp/women-empowerment/
1. Plan Period
April 1, 2026 - March 31, 2028 (2 years)
2. Content
Goal 1: Increase the number of female managers (deputy department head level) to 8 or more.
Goal 2: Increase the number of female specialists (technical professionals) by 3 or more from the current number.
Applicable employees are those engaged in the construction division (excluding administrative staff).
Goal 3: Achieve an employee retention rate of 75% or more for employees within 3 years of joining (regardless of gender).
【Work-Life Balance Support Action Plan】https://faithnetwork.co.jp/child-care-support/
1. Plan Period
April 1, 2026 - March 31, 2028 (2 years)
2. Content
Goal 1: Maintain a 100% parental leave acquisition rate for women during the plan period.
Achieve a parental leave or childcare-purpose special leave acquisition rate of 75% or more for men during the plan period.
Goal 2: Reduce average monthly overtime and holiday work hours for full-time employees to less than 30 hours.
*Excluding those on reduced childcare hours.
◆ Background of the Plan Update
To realize our management philosophy, we believe that the abilities and creativity of each employee are the source of new value, and creating an environment where these strengths can be maximized is one of our important management challenges. We have formulated and promoted this Plan, working to achieve work-life balance and improve employee retention rates.
This time, we have updated the Plan with the aim of actively creating opportunities for women to play more responsible roles, thereby promoting independent career development support, strengthening work-life balance support for both genders, further improving job satisfaction and ease of work, and fostering employee development and retention.
Through this Plan, the Company will strongly support the diverse career development and work-life balance of each employee. We aim to create a workplace where all employees can maximize their abilities and achieve sustainable growth through strengthening human capital.
◆ Overview of the Plan
【Women's Empowerment Action Plan】https://faithnetwork.co.jp/women-empowerment/
1. Plan Period
April 1, 2026 - March 31, 2028 (2 years)
2. Content
Goal 1: Increase the number of female managers (deputy department head level) to 8 or more.
Goal 2: Increase the number of female specialists (technical professionals) by 3 or more from the current number.
Applicable employees are those engaged in the construction division (excluding administrative staff).
Goal 3: Achieve an employee retention rate of 75% or more for employees within 3 years of joining (regardless of gender).
【Work-Life Balance Support Action Plan】https://faithnetwork.co.jp/child-care-support/
1. Plan Period
April 1, 2026 - March 31, 2028 (2 years)
2. Content
Goal 1: Maintain a 100% parental leave acquisition rate for women during the plan period.
Achieve a parental leave or childcare-purpose special leave acquisition rate of 75% or more for men during the plan period.
Goal 2: Reduce average monthly overtime and holiday work hours for full-time employees to less than 30 hours.
*Excluding those on reduced childcare hours.