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NTN Establishes Action Plans Based on “Act on Advancement of Measures to Support Raising Next-Generation Children”

Release Time：06 Feb,2017

NTN Corporation (hereafter, NTN) has established general business operator action plan (hereafter, action plan) effective as of January 1, 2017 based on the “Act on Advancement of Measures to Support Raising Next-Generation Children.” NTN considers increased diversity as one of our corporate strategies with an aim to be a company where anyone regardless of gender, age, race, or disability can work lively. Through the training and seminars, NTN has been taking steps to change the way to work by raising awareness and reforming the corporate culture, and improving relevant systems. The ratio of women in management positions and the employment rate for persons with disabilities are now gradually increasing. While continuing such efforts, NTN has also developed the following action plan based on the “Act on Advancement of Measures to Support Raising Next-Generation Children” on purpose of minimizing employees' career interruptions due to childbirth and childcare and develop an environment where they can continue to work. To meet the goals of the established action plans, NTN will strive to help employees achieve a good balance between work and parenting by working on the employment environment and reviewing working conditions. 1. Period Two years from January 1, 2017 to December 31, 2018 2. Details Goal 1: To recognize the current problems of the Mom-back registration system*, solve them, and improve operation methods. * Mom-back registration system: A system which enables those who resigned due to childcare or other reasons to come back and work again, when they are ready to work and there are employment opportunities within the company. From January 2017:Investigate the current problems and discuss solutions and operation methods. From April 2017:Improve operation methods of the current system. From April 2018:Make a fundamental revision to the Mom-back registration system. Goal 2: To bring employees on childcare leave up to date to facilitate their smooth return to work From April 2017:Investigate the current problems. From June 2017:Develop solutions and operation methods. From October 2017:Implement the solutions. Goal 3: To promote childcare leave for all employees and encourage male employees to take it. From July 2017:Assess the current situation and start discussion. From November 2017:Select internal promotion methods. From April 2018:Start internal promotion activities.