• ロゴ
  • CSR
  • Empowerment of Women in the Workplace

Empowerment of Women in the Workplace

Supporting the empowerment
of women in the workplace

In order to empower women in the workplace, AIFUL has developed an action plan in accordance with the Act on Promotion of Female Participation and Career Advancement in the Workplace.

Obtained Platinum Kurumin certification

Platinum Kurumin Supporting childcare

In recognition of our initiatives to support employees who are balancing work and childcare and to encourage male employees to participate in childcare, AIFUL obtained the “Platinum Kurumin” certification as of October 15, 2019 under the revised Act on Advancement of Measures to Support Raising Next-Generation Children.

Platinum Kurumin certification

Action plan

AIFUL has developed an action plan to empower women in their professional lives.
We will continue to actively support the empowerment of women in the workplace such as by increasing the recruitment of female employees and appointing women to executive and management positions, as well as establishing a better working environment for both male and female employees.

AIFUL’s issues

(1) Small percentage of women among regular employees
(2) Small number of female executives and managers

Period of the plan

From April 1, 2019 to March 31, 2022

Numerical targets

1. (FY ending March 2022) Increase the percentage of women among regular employee hires to 40% or more

2. (FY ending March 2022) Increase the percentage of female executives and managers by 30% vs FY ended March 2019 ・・・Double the number of women in managerial positions vs FY ended March 2019 ・・・Increase the number of female section chiefs by 20% vs FY ended March 2019

Initiatives and implementation timing

1. Increase hiring of women
(1)From April 2019
Actively announce work-life balance support programs (e.g., on company website, general website on work-life balance support for women)
(2)From April 2019
Actively invite women to take workplace tours (e.g., company presentations, internships)
2. Develop/appoint female employees

Personnel system

(1)From April 2019
Re-examine executive/manager appointment criteria
(2)From April 2019
Re-examine the personnel evaluation system

Awareness reforms

(1)From April 2019
Introduce role models for female employees in managerial positions and examples of diverse career paths
(2)From April 2019
Re-examine the follow-up program for employees returning from childcare leave

Corporate culture

(1)From April 2019
Continue initiatives to increase flexible workstyle options
(2)From April 2019
Encourage the use by male workers of programs supporting work-life balance such as childcare leave and eldercare leave
(3)From April 2019
Encourage the use of the re-employment program for employees who resigned due to childcare/eldercare responsibilities, spouse’s job relocation, etc.

(Supplement)
The above numerical targets and initiatives concerning regular employees are action plans shared by our group companies.
(The employment of regular employees hired by AIFUL is managed by the AIFUL Group on an integrated basis.)

(Names of group companies)
LIFECARD Co., Ltd.,  AIFUL BUSINESS FINANCE CORPORATION, AG Loan Services Corporation, AIFUL Partners Corporation, AG Capital Co., Ltd., AIFUL GUARANTEE CO., Ltd., AIFUL STOCK CENTER CORPORATION, Sumishin Life Card Co., Ltd.

Disclosure

Progress (Period of the plan: From April 1, 2019 to March 31, 2022)
Numerical target Performance Target period
1. (FY ending Mar. 2022) Increase the percentage of women hired as regular employees to 40% or more
・・・Performance of the past year: 40%
31% 2019/4/1 to 2019/10/1
2. (FY ending Mar. 2022) Increase the percentage of female executives and managers by 30% vs FY ended Mar. 2019 - 2019/4/1 to 2019/10/1
Double the number of female managers vs FY ended Mar. 2019 - 2019/4/1 to 2019/10/1
Increase the number of female managers by 20% vs FY ended Mar. 2019 - 2019/4/1 to 2019/10/1
Reference
Published Information Percentage
Percentage of female workers among all workers hired Regular employees: 31%
Fixed-term employees: 16%
Contract employees: 24%
2019/4/1 to 2019/10/1
Percentage of female workers in management positions 1.6% As of October 1, 2019
Difference in average years of continuous service between male and female workers Male employees 16.9 years
Female employees 12.6 years
As of October 1, 2019
Percentage of female workers among all workers Regular employees 23%
Junior employees 80%
Fixed-term employees 53%
Contract employees 90%
Temporary employees 94%
As of October 1, 2019
Workers’ average overtime hours per month 1,100 mins 2019/4/1 to 2019/9/30