- The following is content from the press release -
(Headquarters: Shinjuku-ku, Tokyo; President: Ryo Oishi; hereinafter "ServerWorks"), an AWS Premier Tier Service Partner of Amazon Web Services (hereinafter "AWS"), announces the results of a survey of male engineers on maternity leave. (Headquarters: Shinjuku-ku, Tokyo; President: Ryo Oishi; hereafter "ServerWorks") announces the results of a survey of male engineers on maternity leave.
ServerWorks has launched the "Working Style Lab," which conducts various surveys on working styles, mainly among engineers, and examines the ease of working in the new era. The results of this survey, which covered 261 male engineers with children who work for companies and are 20 years of age or older and reside throughout Japan, summarize the contents of the survey regarding maternity leave.
▼ Key points of the survey
Male engineers who have taken or plan to take maternity leave are about 32%
About 98% of male engineers who took maternity leave said they were glad they did.
The 55% respondents who did not acquire the certificate said that they wanted to acquire the certificate but circumstances did not allow them to do so. It was found that more than half of the respondents had the intention to acquire the certification, but were unable to do so due to external factors.
Survey Summary
Method: Internet survey (using Fastask)
Period: December 1-8, 2023
Subjects: 261 male engineers with children working for companies in their 20s to 50s living in Japan.
results (of a study)
When asked about the number of male engineers who have taken or plan to take maternity leave, 32.61% of male engineers have taken or plan to take maternity leave. According to the "Fiscal 2022 Basic Survey on Equal Employment" conducted by the Ministry of Health, Labour and Welfare, the percentage of male engineers who took childcare leave was 17.13%, and the percentage of male engineers who took childcare leave in this survey is higher than the general rate*. The government has set a target of raising the male childcare leave take-up rate to 50% by 2025 and to 85% by 2030.
Reference:
Ministry of Health, Labour and Welfare, "FY2022 Basic Survey on Equal Employment".
https://www.mhlw.go.jp/toukei/list/dl/71-r04/07.pdf
Cabinet Secretariat "Children's Future Strategy Policy
https://www.cas.go.jp/jp/seisaku/kodomo_mirai/pdf/kakugikettei_20230613.pdf
(*) According to a survey by the Ministry of Health, Labor and Welfare, of men whose spouses gave birth while they were employed during the one-year period from October 1, 2002 to September 30, 2021, those who started childcare leave by October 1, 2022 (including those who have already applied for childcare leave) are included. The figures are for reference only, as comparisons are difficult to make.
When respondents who have taken or will take maternity leave were asked about the length of leave, the most common response was between one and two weeks (14 days), at 36.51 TP6T. Male engineers who took leave for less than one month accounted for 73% of the total.
Of the more than 1,400 companies that responded to the survey, including companies with more than 1,000 employees, which have been required to announce the results once a year since fiscal 2022, the average number of days of maternity leave taken by men was 46.5 days, which is shorter than in the survey targeting employees of larger companies, where the take-up rate generally tends to be higher. The result was short.
Reference: "FY2023 Survey on the Publicly Announced Ratio of Male Employees Taking Childcare Leave, etc." (preliminary figures)
https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/kodomo/shokuba_kosodate/jigyou_ryouritsu/topics/tp100618-1_00002.html
When those who had already taken maternity leave were asked if they were glad to have taken it, 98.21 TP6T respondents answered "yes" (78.21 TP6T answered "very much so" and 201 TP6T answered "somewhat so").
On the other hand, when those who answered that they did not take or did not plan to take maternity leave were asked about the reasons for not taking the leave, 55.71 TP6T answered "wanted to take the leave but circumstances did not allow it" and 44.31 TP6T answered "did not want to take the leave," indicating that more than half of them had the intention to take the leave but were unable to due to external factors. This indicates that more than half of the respondents wanted to acquire the certificate, but were unable to do so due to external factors.
The most common reason given was "Atmosphere in the workplace" (36.11 TP6T), followed by "Company system is not in place" (27.81 TP6T). The second most common reason given was "company system is not in place," at 27.81 TP6T. This suggests that the organization's system is more of a bottleneck than personal reasons such as "lower income" or "impact on career.
When asked to choose the ideal working style, the most common response was "take childcare leave until the very last possible moment to receive childcare leave benefits" at 37.5%. The second most common response was "do not take childcare leave or return to work in a few days and work from home online while raising children" at 16.1%. The next most common response was "do not take childcare leave or return to work after a few days and work from home online while taking care of my child" at 16.11 TP6T.
In light of the Ministry of Health, Labor and Welfare's announcement that it has made it a ministerial ordinance requiring companies to make an effort to introduce an online telecommuting system for employees with children up to the age of three, 73.61% of respondents answered "yes" when asked if they would like to work from home online until their child turns three years old. Of the respondents, 73.61 TP6T answered "yes" to the question. Of these, 41.41 TP6T said they would prefer to work from home even if they could not leave their child at a day-care center during work, and 32.21 TP6T said they would prefer to work from home if they could leave their child at a day-care center during work.
In the future, "Working Style Lab" plans to conduct additional analysis of this survey by various demographics, such as age and income, and publish the results.
ServerWorks' Commitment to Job Comfort and Job Satisfaction
In February 2022, ServerWorks revamped its previous telecommuting system and launched a "cloud work style" system that allows employees to choose their own working place and environment with the aim of improving productivity. We aim to respond more flexibly to each individual's "ease of working," improve productivity within the company, maximize the value provided to customers, and further accelerate our business promotion.
Recently, we were ranked in the top 8 in a survey conducted by OpenWork Corporation, which operates the "OpenWork" information platform for career change and job hunting, in the "Ranking of Good Companies by Leavers Who Have Quit" [Small and Medium Venture The company was ranked in the top 8 in a survey conducted by OpenWork, Inc.
Reference Articles
▼ Mainichi Newspaper Morning Edition (11/20): Interview, Frontmost
https://mainichi.jp/articles/20231120/ddm/010/020/027000c
▼ Nikkei Business: 10+ Years of Teleworking: ServerWorks' Work Ruleshttps://business.nikkei.com/atcl/seminar/19nv/120500136/083101110/
▼ NewsPicks: [5 Rules] "Remote Management" is not an impossible task.https://newspicks.com/news/8948882
About ServerWorks, Inc.
ServerWorks is an AWS-only cloud integrator that has been supporting everything from cloud implementation to optimization since 2008 under the vision of "making the world easier to work with the cloud.
As of November 30, 2023, the company boasts an AWS implementation track record of over 18,800 projects for 1,240 companies, and has been continuously certified as an AWS Premier Tier Services Partner, the highest level of the AWS Partner Network (APN)*, since November 2014.
We continue to expand our AWS business with certifications in migration, operations, digital workplaces, contact centers, and much more.
For more information on certification and achievements, please click here:https://partners.amazonaws.com/jp/partners/001E000000NaBHzIAN/
The names of companies and services mentioned in this release are the registered trademarks of the relevant companies.
*The information in this release is current as of the date of publication. Please note that it may differ from the latest information.
