Supporting Women's Careers
MC has introduced several measures to encourage women to continue their careers, such as providing flexible work hours and support services related to daycare facilities for employees returning from Maternity Leave. The company has also implemented a re-employment system that applies to employees who had previously resigned for the purpose of accompanying their spouses during overseas job assignments.
Women in the MC Workforce Today
Women’s Careers—Vision and Milestones
MC considers its workforce to be its greatest asset, and as such, its policy is to support the professional growth and development of each and every employee through flexible, performance-based treatment and compensation. To ensure that the right people are appointed to the right positions, MC focuses on the skills, performance and experience of each candidate, and does not discriminate based on age, gender, nationality or any other factors.
To constantly have women at executive level, MC will implement initiatives to improve the percentage of female entrants and increase the number of
women in each layer (called the “pipeline”).
As a first step, MC has set goals for FY2027 and FY2030 . By continuously reviewing our initiatives and progress, MC will determine the upcoming
targets and various measures, and will achieve our vision, to have at least 30% women at all levels.
Re-Employment System for Employees who Left to Accompany Spouses' Domestic or International Transfers
Providing that certain conditions are met, MC will re-employ those who previously had to leave the company due to their spouses' job transfers. This system was introduced to support women's career with a long-term vision.
Number of Employees Using MC's Systems (as of March 31)
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | |
|---|---|---|---|---|---|
| Number of employees who applied for the “Re-Employment System for Employees who Left to Accompany Spouses' Domestic or International Transfers”*1 | 6 | 14 | 10 | 13 | 12 |
*1 The “Re-Employment System for Employees who Left to Accompany Spouses' Domestic or International Transfers” refers to a system in which re-employment is offered, under certain conditions, to employees who resign their positions in order to accompany their spouse to location of dometic or international transfer.
MC Women Overseas(as of April 2023)
Supporting Women's Careers Index
KURUMIN Certificate
In January 2017, MC received “Platinum Kurumin” certification from the Ministry of Health, Labour and Welfare. The “Platinum Kurumin” certification is awarded to “Kurumin” certified companies that have executed measures to support employees' child care needs at a higher standard.
At MC, child care benefits include both maternal welfare and child care support. MC has ensured that its Maternity/Paternity Leave exceeds Japan's minimum legal requirements, and has introduced other measures to help employees returning from Maternity/Paternity Leave to comfortably balance their parenting and work responsibilities. These include flex-time system and shortened and/or staggered work hours. MC has also made it easier for male employees to take advantage of these benefits, such as by lifting the restriction that previously required employees' spouses to be incapable of providing full-time child care, and by introducing MC's “Paid Childbirth Leave.” Since 2008, MC has continuously received “Kurumin” certification from the Ministry of Health, Labour and Welfare in recognition of these efforts.
L-BOSHI Certificate
In January 2017, MC received “L-boshi (second level)” certification from the Ministry of Health, Labour and Welfare in recognition for its efforts in promoting women's participation and career advancement.
