Our goal is create a society in which everyone believes in their own potential, able to make independent choices, and feels free to be themselves. Currently, women make up of more than 3/4 of our employees (As of January 2021), and they have been demonstrating their strengths in a variety of fields. We have been developing a work environment along with other initiatives to allow flexible work styles according to one’s stage in life, so that they will be able to be themselves and actively wield their strengths. Furthermore, we believe that the active participation of diverse individualities, including women, will lead to the growth of the company as well.

[Initiatives for work/life balance] Establishing schemes

We are actively working on establishing schemes that cater to diverse work styles to support a balance between work and childcare, as part of our measures to aid careers though a woman’s various stages in life. Additionally, we also offer working on varied schedules and telecommuting, regardless of gender and life stage, as a system to allow all employees to sustain their motivation towards work.

Major schemes
- Working on varied schedules during pregnancies
- Extending childcare leave periods
- Shorter working hours and varied working hours for childcare (to the end of the child’s third year in elementary school)
- Allowance to support one’s return to the workplace
- Support when using childcare services
- Variable working hours/Shorter core hours (a minimum of one hour)
- Telecommuting …and more

[Initiatives towards creating cultures] The backup system

We believe that in addition to developing schemes for employees, a backup system that is rooted in our culture is also important to expand the possibilities of employees. For instance, to ensure a smooth return back to work after childcare leave, we have developed initiatives that focus on creating career paths while being involved with rearing children, such as briefing management on the work/life balance system and holding interviews before temporary leave/returning to work. This has resulted in a high ratio of employees returning to work 95.5% (as of 2018) after their childcare leave.

Major initiatives
- Creating manuals for interviews with management
- Interviews before temporary leave and before returning to work
- Development of individual return plans that support work/life balance
- Regular interviews from the HR Strategy Division for employees returning to work

[Initiatives toward growth] Creating environments to fulfill employee potential

From 2017, Group FA systems and in-house venture systems have been incorporated as opportunities to respond to individual motivation and career visions. Employees are offered opportunities for diverse challenges regardless of their gender or life stage. Furthermore, we have expanded training programs that transverse throughout the group to cultivate human resources for next-generation management. The “Future Study Group”, which targets young employees, is a practical program on the theme of making change happen in our company and Group. We also continue to hold the “Business Innovation School” targeted at management. Additionally, we also create opportunities to demonstrate various skills, such as holding art seminars under various themes, to polish refine one’s senses.

[Initiatives supporting active participation] Empowerment of women

We believe that the active participation of diverse individualities will lead to the growth of the company.
Currently, the ratio of women in management positions is 30.4% (as of January 2021).
Meetings are centered around young, female management in order to develop diversity, where the unique concerns of female leaders are shared, and career plans for the future are drawn up to boost motivation.

Participation in the 30% Club Japan

The 30% Club is an international campaign which originated in the United Kingdom, that aims to increase the ratio of women in corporate decision-making positions. The initiative believes that increasing the number of decision-making women will reinforce leadership and governance, and also boost corporate performance. POLA supports this vision and has joined the 30% Club Japan in 2020.

Signing the WEPs

WEPs (Women‘s Empowerment Principles) is a principle that was co-created in March 2010 by the United Nations Global Compact (GC) and the United Nations Development Fund for Women (UNIFEM, currently UN Women). We have signed this principle in 2020. Along with compliance with the principles, we also implement checks and actions according to the seven WEPs principles/check sheets, such as conducting management discussions.

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