In the face of social changes, such as a decrease in the workforce due to the declining birthrate in Japan and the diversification of values regarding employment, TATSUTA Electric Wire & Cable is focusing on promoting work-life management, such as securing and developing the necessary human resources, diversity and inclusion, work style reform, and health management, with the goal of creating a dynamic work environment in which diverse human resources vigorously demonstrate their abilities in the right places for the sustainable growth and development of the Company.
Work-life balance
TATSUTA Electric Wire & Cable provides workplace environments that are work-friendly for all, by implementing enhanced systems to support childcare and care for the aged and offering diverse working styles.
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Employing persons with disabilities
TATSUTA Electric Wire & Cable is striving to create environments that are work-friendly for each person based on his or her characteristics, and expanding the scope of operations. We implement initiatives in close cooperation with our employees, and maintain a high employee retention rate.
Female participation and career advancement
- Basic Policy
- We hire women proactively, create an environment in which they can reach their full potential, focus on their education, including career development, and thereby actively promote female participation and career advancement.
We target a proportion of 25% or more women among new hires, and 10% or more female managers by March 31, 2026. We are working to expand the scope of operations, and women are participating in many job categories.
Support for male participation in childcare
To foster a company culture in which both men and women can balance work and childcare, we specifically established the goal of “raising the percentage of male employees who take childcare leave to 50% or higher by 2025” as a KPI for the fiscal ending March 31, 2024. We will raise awareness so that employees can select diverse working styles and proceed to create work environments in which anyone can take childcare leave. In order to increase the percentage of males who take childcare leave, we have conducted internal awareness-building activities, such as informational sessions on law amendments and the childcare leave system, and seminars inviting men who have taken childcare leave as guest speakers.
- For inquiries about ESG
- Social Report Capital and Diversity