KH Neochem Co., Ltd.
Action Plan for Promoting Women's Empowerment and Next-Generation Support
To support the career development of motivated female employees and promote their active participation, as well as to create a work environment where all employees—regardless of gender or personal lifestyle—can thrive, KH Neochem Co., Ltd. has formulated the following integrated action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children.
Plan Period
January 1, 2025 – December 31, 2027
Goals and Initiatives
Goal 1
Achieve a ratio of female managers of 11% or higher.
Initiatives:
- Starting January 2025:
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- Actively recruit women for management and management-track positions
- Continue the selection of management candidates and the development of individual training plans
- Motivate potential female managers through exchanges with internal role models, including female executives and managers
Goal 2
Increase the proportion of female employees in general positions to 17% or higher.
Initiatives:
- Starting January 2025:
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- Highlight female career paths during company presentations and the recruitment process to increase the number of female candidates in both new graduate and mid-career recruitment
- Provide female employees in career-track positions with access to internal or external mentors with extensive experience to discuss career challenges
- Expand the telework system to create a supportive environment for career continuity, regardless of gender
Goal 3
Maintain a 100% Childcare leave usage rate for female employees and at least an 80% usage rate for male employees.
Initiatives:
- Starting January 2025:
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- Foster an environment conducive to both male and female employees taking childcare leave by conducting prior briefings with supervisors and establishing manageable work arrangements
- Provide regular updates to employees on childcare leave through their supervisors and offer opportunities for online meetings with past leave-takers to support smooth reintegration and career development
- Conduct training for managers to discuss practical approaches for managing employees on childcare leave and develop management skills that support the growth and success of female employees
Goal 4
Reduce overtime hours by 15% compared to the 2024 baseline.
Initiatives:
- Starting January 2025:
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- Foster an organizational culture that prioritizes achieving results efficiently and implement systems that do not reward consistent long working hours
- Set concrete annual overtime reduction targets for each department and conduct ongoing monthly monitoring of working hours
- Promote operational improvements through the use of AI and other technologies
Information disclosure
|
(1) Percentage of female employees among the new employees *Female employee rate by category, 2022 to 2024 (including mid-career employment) |
(Regular employees) 16.5% (Non-regular employees or part-time) 10.5% |
|---|---|
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(2) Average years of service by gender *As of April 1, 2024 (Excluding officers and fixed-term employees) |
(Male) 14.1 years (Female) 15.4 years |
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(3) Average overtime hours of workers per month *FY 2023 |
24.7 hours |
|
(4) Percentage of female employees in managerial positions As of January 1, 2025 |
7.7% |
|
(5) Rate of taking annual paid leave *Actual results from April 2023 to March 2024 |
91.9% |
|
(6) Gender wage gap |
（All workers）85.6% （Full-time workers）83.2% （Part-time or fixed-term workers）83.8% |
(6) Difference in wages between males and females
Our compensation system is based on the scope of the job or role being performed, ensuring that there is no difference in wages between males and females when the job or role level is the same. The primary factors contributing to differences in annual average wages are as follows:
(Full-time workers)
The primary factors contributing to these differences include the lower percentage of women in managerial and managerial candidate positions, the higher number of women utilizing reduced working hours measures, and the tendency for women to take longer periods of maternity and childcare leave. These factors lead to differences in standard wage deductions and overtime pay. Additionally, the lower number of women working in manufacturing positions results in differences in the payment of allowances such as supervisor allowances and shift work allowances.
(Part-time or fixed-term workers)
The wages of retirees rehired after reaching retirement age, the largest group in number, are determined based on their roles. The primary factor is the lower proportion of female retirees rehired for roles equivalent to managerial positions compared to males.