The IHI Group is committed to supporting work-life balance for employees juggling childcare and caregiving responsibilities.
The IHI Group actively promotes work-life balance support for childcare and caregiving as part of its DE&I (Diversity, Equity & Inclusion) initiatives, aiming to foster a corporate culture where diverse talents can thrive. In fiscal 2025, we expanded our systems in response to legal revisions and implemented various support events.
Compliance with the Childcare and Family Care Leave Act
The Childcare and Family Care Leave Act was amended and implemented in two phases, in April and October 2025. This amendment aims to expand and strengthen support measures enabling both men and women to balance work with childcare and caregiving responsibilities. The IHI Group has long supported work-life balance through initiatives such as encouraging the use of childcare leave and establishing on-site childcare facilities. In line with these legal changes, and to further promote flexible working arrangements during the childcare period, we introduced the “Childcare Support and Child Nursing Leave” system. This allows all employees raising children up to the completion of third grade to take 20 days of leave, in addition to existing reduced working hours systems.
Furthermore, as a measure to realize flexible working arrangements during the childcare period, immediate supervisors conduct individual briefings and intention confirmation interviews with employees who have notified the company of their own or their spouse’s pregnancy/childbirth, as well as with employees raising children aged 1 year 11 months to 2 years 11 months.
Training for returning employees and supervisors
A total of four training sessions were held in July and November 2025 for employees returning from childcare leave and their supervisors.
The training for returning employees aimed to foster career development awareness, alleviate concerns about balancing work and childcare, acquire practical knowledge, and build networks among returnees. First, participants reflected on changes in values and work styles before and after childcare leave, and its impact on their careers. Next, through group work, they exchanged ideas on strategies for balancing work and childcare, such as utilizing internal/external support systems, public services/life tools to secure time, and communication with supervisors/colleagues. Additionally, a panel discussion and Q&A session featuring senior employees who had returned from childcare leave was held. This provided an opportunity for participants to reflect on their own careers and future work styles.
The training for supervisors aims to foster awareness in supporting the management and career development of returning employees. Through group work and panel discussions, participants exchanged views on how to manage the workplace as a whole and support returning employees, as well as on effective communication approaches with them.
Gender gap elimination working group activities
The IHI Group has organized employee-led working groups to advance initiatives aimed at eliminating gender gaps (disparities based on gender).
In March and August 2025, they conducted surveys regarding childcare leave, receiving approximately 2,900 responses. The first survey revealed a significant disparity in childcare leave uptake rates: approximately 90% for women versus approximately 30% for men. The most common reason cited by men for not taking leave was “work is too busy.” Additionally, stress from balancing childcare and work was identified as a common challenge for both genders. The second survey identified several key challenges for taking childcare leave, including “securing replacement staff,” “enhancing workplace understanding and support,” and “introducing flexible work arrangements.”
In October, we held an activity report session for executives, sharing the survey results and proposing measures developed in response. Executives actively asked questions and offered opinions, leading to meaningful discussions for future activities.
Online seminar on balancing work and caregiving
Online seminars featuring external lecturers were held in August and December 2025, with a total of approximately 500 employees participating. The seminars focused on dementia care, covering the caregiving environment, key points for balancing work and caregiving, and basic knowledge of the long-term care insurance system and associated costs. Participants particularly highlighted the importance of utilizing workplace support systems and consulting experts, such as those at regional comprehensive support centers. Comments included: “I didn’t know these systems and social welfare services existed,” and “I knew the systems existed but didn’t know the details.” This provided an opportunity to gain knowledge useful for balancing work and caregiving.
The IHI Group will continue striving to realize a workplace where every employee can continue working, where diversity is respected, and where all employees can thrive fairly. This will be achieved through ongoing support for balancing work with childcare and caregiving responsibilities.