Initiatives Related to Diversity, Equity and Inclusion (DE&I)

Initiatives to Women’s Active Roles and Balancing Work with Childcare

In order to promote an increase in the number of female managers and engagement of male employees in childcare, we have been undertaking relevant activities, such as providing training to promote the career formation of women and engagement of men in housework and childcare, and offering childcare and nursing care leave systems, among others.

Management Targets Related to Women’s Active Roles and Childcare

More than triple the number of female managers in FY 2025 compared to FY2014

Achieve the percentage of male employees taking childcare leave of 100% in FY2025*
Achieve the percentage of male employees taking childcare leave of 100% in FY2025*

*Percentage of male employees taking childcare leave and short-term leave for childcare as stipulated in the Ordinance for Enforcement of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members

Career Development for Women

  • Expansion of career options for women
  • Training to promote career growth during the child-rearing life stage
  • Job assignments and rotations that take into account medium-to-long-term career development

Promotion of Men's Participation in Housework and Child-Rearing

  • To help employees realize an even better work-life balance through the balancing of work with childcare, a new “Parental Leave for Balancing Work and Parenting” was established. It has better benefits than the parental leave required by law and allows employees to work while they are on leave.
  • An email encouraging employees to take parental leave is sent to male employees who’ve just had children and their superiors.
Step-Up Training for Women Supervisors
Step-Up Training for Women Supervisors
This training is held to develop women leaders. (held online starting in FY2020)
Training to foster leader that promotes women’s empowerment and diversity.
Career-Up Training for Personnel Returning from Childcare Leave
Career-Up Training for Personnel Returning from Childcare Leave
This training program is provided to help employees consider how to balance work and home together with their partner. (held online starting in FY2020)

Action Plan

At Chubu Electric Power Company and each of our business companies, the following General Employer Action Plan has been drafted pursuant to the Act to Promote Women's Participation in the Workplace and Act to Promote Measures to Provide Support for the Next Generation.

General Employer Action Plan (Integrating the Act to Advance Measures to Support Next-Generation Child-Rearing and Act on Promotion of Female Participation and Career Advancement in the Workplace)

Chubu Electric Power Co., Inc., Chubu Electric Power Grid Co., Inc., and Chubu Electric Power Miraiz Co., Inc. ("Chubu Electric Power Co., Inc. and our business companies") have established the following action plan to promote diversity while enabling employees to maintain a healthy life-work balance.

1. Plan period

April 01, 2021 ~ March 31, 2026

2. Goals, initiatives, and implementation date

Goal 1 To more than triple the number of women managers throughout Chubu Electric Power Co., Inc. and our business companies above the FY2014 level by FY2025.

Initiatives (Implementation date: April 2021~)

  • Raising awareness among managers
  • Career guidance for women employees (younger and senior staff)
  • Career and life-work balance support and training for employees during the child-rearing stage
  • Raising awareness among role models (women managers)
  • Encouraging male employees to take childcare leave
Goal 2 To increase the percentage of male employees taking childcare leave up to 30% or higher throughout Chubu Electric Power Co., Inc. and our business companies by FY2025.

Initiatives (Implementation date: April 2021~)

  • Raising managers' awareness
  • Publicity to promote understanding of fathers taking parental leave (merits of fathers' involvement in childcare and relevant internal systems)
  • Seminars for current and future fathers interested in taking parental leave
  • Reassessment of company internal systems that contribute to supporting work-childcare balance

Go to the Top of the Page