Formulation of 'General Employer Action Plan' Based on the Act on Promotion of Women's Participation and Advancement

Metawater Co., Ltd. (President: Kenji Yamaguchi, Headquarters: Chiyoda-ku, Tokyo) has formulated a 'General Employer Action Plan' based on the Act on Promotion of Women's Participation and Advancement in the Workplace, with the aim of further promoting diversity & inclusion and work-style reform, and realizing a workplace environment where everyone can work with motivation and a sense of fulfillment. Positioning 'people as its greatest asset,' our group aims to be the 'No. 1 company to work for.' Based on the concept of 'human capital management,' we are working to create an environment where diverse individuals can shine. To support the active participation of female employees, we have focused on developing an 'environment where employees can work with peace of mind for a long time (institutional foundation)' by expanding systems that support balancing work and private life and promoting flexible working styles. As a result, the use of these systems has become established, and the appointment of female managers and the rate of male employees taking childcare leave are improving. To create an environment where everyone finds their work rewarding and can steadily step up from mid-level to leadership roles, our group will work company-wide focusing on 'increasing the ratio of female employees,' 'improving the workplace environment and fostering corporate culture,' 'improving career autonomy and aspiration for higher-level positions,' and 'understanding and supporting women's specific health issues.' **Plan Period** April 1, 2026 - March 31, 2031 **Our Challenges** (1) Sluggish ratio of female employees (2) Thin layer of mid-level employees (3) Stagnation in promotion to higher-level positions **Targets (by the end of FY2030)** - Achieve a female employee ratio of 15% - Achieve a male childcare leave acquisition rate of 70% or more, and an average number of days taken of 90 days or more - Double the number of mid-level (BP/SP level) female employees compared to FY2025 **Initiatives and Implementation Period** Increasing the ratio of female employees (1) Efforts to strengthen recruitment activities for women (ongoing) Improving the workplace environment and fostering corporate culture (1) FY2026: Dissemination of 'reforms for ease of working for women' by top management (2) From FY2026 onwards: Continuous implementation of childcare leave roundtables, consideration of holding networking events for young employees (3) From FY2026 onwards: Serialization of experiences of employees (both men and women) who took childcare leave and their supervisors Improving 'career autonomy' and 'aspiration for higher-level positions' (1) FY2026: Visualization and departmental sharing of the 'distribution by qualification grade' of female employees, grasping candidates for promotion and implementing 'planned assignments' (2) From FY2026 onwards: Consideration of 'career support management education' for managers Understanding and supporting 'women's specific health issues' (1) From FY2026 onwards: Consideration of implementing 'health literacy education' for managers and the entire company