Work-Life Balance
In accordance with the Internal Environment Improvement Policy, we place importance on creating a work environment where each employee can enjoy good physical and mental health as well as find balance between their work and private lives.We believe that achieving work-life balance not only improves employee well-being and motivation but also leads to increased productivity and innovation. Therefore, we are actively promoting internal policies and programs that support diverse working styles. This includes allowing employees to work from home, encouraging employees to take paid leave, reducing long working hours, and providing support for childcare and elderly care.
Working From Home
Employees have been able to work from home since FY2021 as part of our work style reforms. We respect the diversity of employee lifestyles and working styles, and provide an environment where our people can choose flexible working styles to suit their individual circumstances.
Three-Month Flextime System
GLM offers a flextime system in three-month increments. This allows employees to choose more efficient working styles that suit busy and slow seasons.
Management of Working Hours
We are actively working to reduce long working hours. In order to maintain employee health and improve productivity, we accurately track working hours from attendance data and provide guidance on how to manage working hours.
| 2022 | 2023 | |
|---|---|---|
| Overtime hours | 9,437 hours (91 non-managerial staff) | 7,650 hours (106 non-managerial staff) Scrollable |
*As of December 31, 2023
*Decimal places rounded off
Encouraging Employees to Take Paid Leave
We actively encourage employees to take paid leave in order to stay healthy and achieve a good work-life balance.
| 2022 | 2023 | |
|---|---|---|
| Percentage of annual paid leave taken | 66.0 % | 85.8% |
*As of December 31, 2023
*GLM targets a utilization rate of 80.0%.
Consultation and Testing Center for Preconception Care (*1)
We have partnered with a clinic to provide AMH testing (*2) and offer employees consulting with a counselor about any concerns or worries they may have regarding fertility treatment or trying to get pregnant. These services are available to not only employees but also their families and partners, and testing and consultations can be used anonymously. We are promoting an environment in which employees can continue working with peace of mind even when they reach the stage of life where they have children and raise children.
- Preconception care is generally health care for a partner and involves understanding their current physical condition and dealing with daily life and one’s own health in preparation for future pregnancy and bodily changes.
- AMH testing is a blood test that measures the level of a hormone secreted by developing follicles and thus the number of eggs remaining in the ovaries. Understanding one’s own physical condition can serve as reference for future fertility efforts and life planning.
- These services are provided through a partnership with Nishitan ART Clinic （https://nishitan-art.jp/about/corporatebenefit/).
Support for Marriage and Childbirth
We place importance on the life events of our employees and provide the following support.
| Monetary gift | Leave | |
|---|---|---|
| Marriage | Less than 3 years of service: 30,000 yen 3 or more years of service: 50,000 yen |
5 days for the employee 1 day for the marriage of a child of the employee |
| Birth | Employee First child: 50,000 yen Second child: 100,000 yen Third child: 300,000 yen Spouse First child: 10,000 yen Second child: 20,000 yen Third child: 30,000 yen |
3 days |
Support for Returning to Work from Childcare Leave
We support employees taking childcare leave and help them return to work smoothly. We strive to create an environment in which employees can balance work and childcare with peace of mind after returning to work. We achieve this by helping them create a plan for returning to work before they take childcare leave and holding interviews before they return to understand their post-pregnancy needs based on their lifestyle. This may include shorter working hours or working only certain hours. Thanks to these efforts, the ratio of employees returning to work at GLM after childcare leave has been 100% for two consecutive years.
| 2022 | 2023 | ||
|---|---|---|---|
| Number of employees taking maternity leave | 3 | 4 | |
| Number of employees taking childcare leave | 15 | 9 | |
| Men | 13 | 5 | |
| Women | 2 | 4 | |
| Ratio of employees returning to work | 100% | 100% | |
*As of December 31, 2023
Support for Balancing Work and Childcare or Family Care
We provide the following support for employees to balance their work and family lives and adopt diverse working styles.
Sick Care Leave for a Child
Employees who are raising children between the ages of zero and six are entitled to five days of sick care leave per year for each child, or ten days if they have two or more children. This leave can be used to care for a sick or injured child, or when receiving vaccinations or health checkups. Sick care leave is paid and can be taken on an hourly basis in addition to annual paid leave.
Shortened Working Hours
Employees who are raising children can work shorter hours, a program that allows them to choose their working hours between four and six hours a day. While the legal requirement is to permit shorter working hours until the child reaches the age of three, GLM allows employees to use this program up to the time their child graduates from elementary school. In addition, employees who care for family members who require care can also take advantage of shorter working hours, which in this case limits working hours to six hours a day.
Occupational Health and Safety
We are committed to improving occupational health and safety, aiming to create an environment in which employees can work energetically while remaining in good physical and mental health.We are committed to managing the health of our employees by holding Health Committee meetings, providing regular health checkups, comprehensive medical exams, and stress checks, and taking other steps to improve the health of our employees.
Health Committee
The Health Committee, attended by health managers and industrial physicians, meets monthly to receive reports on high-risk matters, such as the number of work-related accidents and overtime work.
There were zero work-related accidents at GLM in FY2023.
Health Checkups and Comprehensive Medical Exams
We provide all employees with health checkups or comprehensive medical exams at least once a year so that they can maintain good physical and mental health at work.
Through these checkups, we aim to detect and treat lifestyle-related diseases and other illnesses at an early stage, thereby helping to maintain and improve the health of our employees.
| 2023 | |
|---|---|
| Uptake rate | 100.0% |
*As of December 31, 2023
*Excludes employees who have left the company or are on unpaid leave.
Stress Checks
We conduct stress checks for all employees annually to better understand their mental health condition. If the checks reveal high stress levels, we provide appropriate support, such as recommending that they attend an interview with an industrial physician.
| 2022 | 2023 | |
|---|---|---|
| Uptake rate | 96.5% | 96.8% |
*As of December 31, 2023