Toward Supporting Women's Advancement and Advancement in Society
- The following is content from the press release -
(Head office: Chuo-ku, Osaka; President: Tetsuya Kita), a member of the Daiwa House Group, has introduced the "Thank You Pay System," a system to redistribute bonuses to employees (all employees, including regular employees and contract employees) who have taken childcare leave to support their work instead. The "Thank You Pay System" was introduced from the year-end bonus in 2023.
About the "Thank You Pay System
Starting in April 2023, MHI will review the criteria for the "Angel Incentive," a lump-sum payment given to employees who have a child, and increase the amount of the payment to a maximum of 1 million yen depending on the number of days of childcare leave taken by male employees, thereby encouraging male employees to take medium- to long-term leave for childcare.
On the other hand, the fact that colleagues take over for a certain period of time the duties for which the person taking maternity leave was in charge, supports the practice, Measures to reward employees who support the workplace during maternity leave The new system was established as a "Thank You" program for employees on maternity leave. The system is named "Thank You Pay System" to express "Thank you" from employees on maternity leave to their colleagues and "Maternity Leave Support" from colleagues to employees on maternity leave.
The bonus funds that were originally intended to be paid to employees on maternity leave will be redistributed to colleagues and teams, The effect is that employees on maternity leave are less concerned about their colleagues (making it easier for them to take maternity leave), and employees who support the workplace instead receive commensurate benefits, which increases the sense of satisfaction and unity of the entire workplace. We assume that there are
This system is applicable to both male and female employees who take childcare leave (see conditions below).
Conditions for application of the system
1. During maternity leave, there is no replacement for the replacement employee.
2. There are no mitigation measures for the overall workload, etc. of the department.
3. Total number of days of maternity leave taken is 15 days or more (30 days or more after FY2024)
→The system covers cases where all of the above 1, 2, and 3 are met.
How the System Works
- The "attendance rate," which is one of the factors that determine the bonus amount, is not counted as attendance during childcare leave, so if an employee takes 3 out of 6 months of childcare leave, the bonus amount will be 50%. In this case, the 50% that is not paid (the amount subtracted by the attendance rate) will be redistributed to his/her colleagues (the amount can be redistributed to more than one person).
- In principle, this program covers the period until the child reaches one year of age (one year).
*In the event of an extended absence of more than one year, a replacement will be assigned on a basic basis.
*This program mainly covers "mid-term leave of about 6 months", "intermittent split leave" or "support until the official arrival of the successor".
Aim of the System
To support our employees in balancing their "work" and "childcare/housework" responsibilities, we encourage male employees to take childcare leave. We encourage male employees to take long-term childcare leave (to do childcare and housework together as a couple), Promote women's activities (social advancement) The objective is to expand the activities and business performance of diverse human resources by
Our Approach
With the aim of enhancing both "employee happiness" and "company happiness," we are reviewing various systems step by step to create an exciting company.
In 2009, 2011, 2014, and 2019, the company received the next generation mark "Kurumin" certification from the Ministry of Health, Labor and Welfare. The company was selected in the large corporation category in 2018, 2022, and 2023 in the "Excellent Health Management Corporation" by the Ministry of Economy, Trade and Industry and the Japan Health Council.
Furthermore, we have been recognized as a "Certified Company for Job Satisfaction" by Great Place to Work(R), one of the world's largest awareness research organizations, for seven consecutive years since 2017.
In April 2018, the Inclusion Promotion Office of the Human Resources Department was newly established to create an environment in which all employees can play an active role.
We will continue to enhance both the realization of a comfortable work environment and the pursuit of job satisfaction (career and results).
SDG Goals relevant to this initiative
