Action Policy
Action Policy
Massive Act has formulated a General Business Operator Action Plan to create a more inclusive and employee-friendly workplace environment. We are committed to achieving the goals set forth in this plan, aiming to enable all employees to better balance their work and personal lives.
Massive Act Action Plan (Next Generation Act)
1: Planning Period
March 1, 2024 to March 2, 2029
2: Content (The implementation period for each goal is all from March 1, 2024)
▼Goal 1
・Content: Increase the childcare leave uptake rate among male workers whose spouses have given birth to 10% or higher.
・Measures:
Actively provide information and raise awareness about childcare leave systems for male employees.
Strengthen support systems from supervisors and colleagues for taking childcare leave.
Introduce examples of role models (early adopters) who have taken childcare leave within our company and other companies.
▼Goal 2
・Content: Achieve a childcare leave uptake rate of 75% or higher among female workers who have given birth.
・Measures:
Introduce a workplace reintegration support program after childcare leave.
Strengthen internal communication to promote childcare leave uptake.
Create an environment that facilitates the use of childcare leave systems, regardless of full-time or part-time status.
▼Goal 3
・Content: Create an environment where workers raising children want to work
・Measures:
Introduction of a flex system for flexible working, including restrictions on overtime and reduced working hours
Establishment of an emergency leave system to address sudden child illness
▼Goal 4
・Content: Reduce each employee’s overtime hours to 15 hours or less per month
・Measures:
Record overtime hours weekly and discuss measures to reduce overtime hours
Massive Act Action Plan (Act on Promotion of Women's Participation and Advancement in the Workplace)
1: Planning Period
October 1, 2025 to March 2, 2029
2: Content (The implementation period for each goal is all from October 1, 2025)
▼Goal 1
・Content: Increase the proportion of female workers in management positions to 40% or more
・Measures:
October 2025: Promote awareness of childcare and nursing care leave systems available to managers
November 2025: Share examples of leave usage internally and establish a consultation desk for those wishing to take leave
December 2025: Clearly define promotion requirements and evaluation criteria internally, establishing a system for fair selection regardless of gender
▼Goal 2
・Content: Create new positions accessible to non-regular employees (e.g., part-time workers) and appoint one female worker to such a position.
・Measures:
October 2025 ~ Clarify roles and authority within the scope manageable by part-time or non-regular employees.
December 2025 ~ Establish a system enabling appointment to positions based on experience and skills, regardless of employment status.
