Action Plan Based on the Women's Active Engagement Act
At Aicello, we have strived to create a workplace where women can work with peace of mind. We opened our own nursery room, Sora, in 2013 and have taken other measures to actively support women's childcare, and as a result, 100% of our female employees eligible for childcare leave have taken it.
Going forward, we will strengthen the recruitment of women to increase female representation within the workforce. At the same time, we will support employees in broadening their career perspectives from an early stage and create an environment that encourages them to pursue new career opportunities, thereby promoting the advancement of women into management roles.
Going forward, we will strengthen the recruitment of women to increase female representation within the workforce. At the same time, we will support employees in broadening their career perspectives from an early stage and create an environment that encourages them to pursue new career opportunities, thereby promoting the advancement of women into management roles.
1. Duration of Plan
April 1, 2025 to March 31, 2028 (3 years)
2. Our Challenges
(1) Low Number of Female Hires
(2) Low Number of Women in Management Positions and Management Candidate Roles
(2) Low Number of Women in Management Positions and Management Candidate Roles
3. Details and Periods of Goals and Initiatives
| Goal 1 : Hire at least two female new graduates each year. Goal 2 : Increase the number of female employees in management candidate positions (Senior Staff and Assistant Manager level) to 1.25 times the FY2025 level by FY2028. |
〈Initiative 1〉 Strengthen employment of women
- Starting in fiscal year 2025: Revamp internship programs to provide hands-on work experience
- Starting in fiscal year 2025: Increase opportunities to visit high schools and universities accompanied by female alumni to directly discuss job responsibilities and other topics
〈Initiative 2〉 Support female workers' career paths
- FY 2025–: Introduce an in-house internship program for employees in their 4th to 6th years to help them broaden their perspectives on diverse career paths from an early stage
- FY 2027–: Revitalize the internal job posting system and expand opportunities for internal transfers among mid-career employees to create an environment where employees can take on diverse career challenges
- FY 2025–: Strengthen the recruitment of female candidates for managerial positions through mid-career hiring
① Offer opportunities related to professional lives
| 【Percentage of hired workers that were female】 As of March 20, 2026 |
||
| (Job type) | (Male) | (Female) |
| Engineering | 70% | 30% |
| Sales | 50% | 50% |
| Administration | 40% | 60% |
| Manufacturing | 43% | 57% |
| 【Percentage of workers that are female】 As of March 20, 2026 | ||
| (Job type) | (Male) | (Female) |
| Engineering | 94% | 6% |
| Sales | 90% | 10% |
| Administration | 42% | 58% |
| Manufacturing | 96% | 4% |
| 【Percentage of managers that are female】 As of March 20, 2026 | ||
| (Title) | (Male) | (Female) |
| section manager | 85% | 15% |
| Director class | 97% | 3% |
| 【Gender Pay Gap】 FY2025 | ||
| Percentage of Men’s Wages | ||
| Full-Time Employees | 80.3% | |
| Part-time and Fixed-Term Employees | 68.5% | |
| All Employees | 75.7% | |
| Covered Period: FY 2025 (March 21, 2025 – March 20, 2026) Wages: Includes salaries and bonuses, etc., but excludes retirement benefits and commuting allowances (tax-exempt) Regular Employees: For seconded employees, includes only those seconded to our company from other companies Part-Time and Fixed-Term Employees: Includes contract employees and part-time workers, but excludes temporary agency workers |
||
| 【Percentage of Female Managers】 |
| 9.2% |
② Balancing professional lives with family life
| 【Difference in average number of years of continuous service between men and women】 As of March 20, 2026 | ||
| (Category) | (Male) | (Female) |
| Full-Time Employees | 17.4years | 13.3years |
| Temporary Employees | 13.3years | 13years |
| Part-Time Employees | 6.7years | 8.8years |
| 【Average number of workers' hours worked overtime per month】 | ||
| FY2025: 5.09hours | ||
| 【Percentage of workers who took paid leave】 | ||
| FY2025: 71.6% | ||