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

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 and inclusion and work-style reform, and realizing a workplace environment where everyone can work with motivation and a sense of purpose.

Our group, which considers "people as our greatest asset," aims to be the "No. 1 company people want to work for." Based on the concept of "human capital management," we are working to create an environment where diverse personalities can shine. To date, we have focused on developing a "foundation of systems" that allows employees to work with peace of mind for a long time, such as expanding support systems for balancing work and life and promoting flexible work styles to support the success of our female employees. As a result, the use of these systems has become well-established, and we have seen improvements in the appointment of women to management positions and the rate of male employees taking childcare leave.

To create an environment where everyone can find purpose and steadily step up from mid-level to leadership roles, our group will work company-wide with a focus on "increasing the ratio of female employees," "improving the workplace environment and fostering a supportive culture," "promoting career autonomy and the desire for higher-level positions," and "understanding and supporting health issues specific to women."

Plan Period

April 1, 2026 – March 31, 2031

Our Challenges

(1) Low ratio of female employees (2) Shortage of mid-level employees (3) Stagnation in promotions to higher-level positions

Goals (by the end of FY2030)

・Increase the ratio of female employees to 15% ・Achieve a male childcare leave uptake rate of 70% or higher, with an average leave duration of 90 days or more ・Double the number of female employees in the mid-level (BP/SP level) compared to FY2025

Initiatives and Implementation Period 〈Initiative 1〉 Increasing the ratio of female employees

(1) Efforts to strengthen female recruitment activities (Ongoing)

〈Initiative 2〉 Improving the workplace environment and fostering a supportive culture

(1) FY2026: Top management to issue a message on "Reform for Women's Ease of Working" (2) FY2026 and beyond: Continued implementation of childcare leave discussion groups and consideration of networking events for young employees (3) FY2026 and beyond: Serial publication of personal experiences from employees (both men and women) who have taken childcare leave and their supervisors

〈Initiative 3〉 Promoting "career autonomy" and "desire for higher-level positions"

(1) FY2026: Visualization of the "distribution of female employees by qualification grade" and sharing with departments; identification of promotion candidates and implementation of "planned assignments" (2) FY2026 and beyond: Consideration of "career support management training" for managers

〈Initiative 4〉 Understanding and supporting "health issues specific to women"

(1) FY2026 and beyond: Consideration of implementing "health literacy education" for managers and the entire company