Promotion of women’s active participation and advancement

The BIKE O & COMPANY Action Plan for Women's Participation and Advancement

In working positively to create a work environment that enables women to actively participate and advance, BIKE O & COMPANY, Ltd. is attaining its vision of becoming "Lifelong partner in the motorcycle lifestyle", a company that aims to continually create new value and competitive strength by optimizing individuality through active participation by diverse human resources regardless of their gender, nationality, age, or other attributes.
In order to achieve this, we have formulated an action plan for women's active participation and advancement at our company.

  1. 1Planning Period

    April 1, 2024 - March 31, 2027

  2. 2Issues for BIKE O & COMPANY
    • The ratio of female employees among our employees during the most recent fiscal year was low, at 18%.
    • The ratio of female employees in departmental management positions is increasing, but they have not yet been promoted to management positions.
  3. 3Targets, Initiative Details / Implementation Period
    • Goal (1): Increase the ratio of female employees to 20% of the workforce
    Activities
    From April 2024 Disseminate information that the company has acquired Kurumin Certification in job applications, etc., and provide many opportunities for direct dialogue between female applicants and female employees
    From April 2024 Dialogue with existing employees held at employee roundtable discussions and the results of engagement surveys are harnessed to identify issues and examine measures to address them, with efforts made to start development of an environment where women can also play an active role and revision of the personnel system.
    • Goal (2): Maintain a 100% acquisition rate of childcare leave by female employees and 50% or higher acquisition rate of childcare leave by male employees
    Activities
    From April 2024 Details of the childcare leave system and our own parental leave system (childcare leave following birth) are disseminated regularly to promote use of the system.
    From January 2025 Feedback from users of the childcare leave system and our own parental leave system (childcare leave following birth) is collected and disseminated throughout the Company to make employees aware of the shortened working hours for childcare and other systems available to employees raising children up to the age of junior high school entry, and alleviate any concerns employees have following childcare leave or parental leave.
  4. 4Information Disclosure Items
    • Provision of work-life opportunities for female employees
    (1) Ratio of female employees to total employees
      26th Fiscal Year 25th Fiscal Year 24th Fiscal Year
    Statistics 18.4% 18.7% 19.5%
    Regular employees 15.7% 15.7% 16.2%
    Commissioned employees 0.0% 16.7% 33.3%
    Contract employees - 0.0% 0.0%
    part-time employees 54.4% 54.9% 53.9%
    (2) Ratio of female employees in management positions
    26th Fiscal Year 25th Fiscal Year 24th Fiscal Year
    5.2% 5.4% 4.0%
    (3) Ratio of female employees in departmental management positions
    26th Fiscal Year 25th Fiscal Year 24th Fiscal Year
    14.3% 13.6% 9.9%
    (4) Difference between men's and women's pay (26th Fiscal Year)
    Difference between regular employment men's and women's pay 76.8%
    Difference between irregular employment men's and women's pay 94.1%
    Difference between all men's and women's pay 69.5%
    • Establishment of an employment atmosphere that encourages balanced work and family life
    (1) Employee working conditions, including average overtime hours for each month (26th Fiscal Year)
    December January February March April May June July August September October November
    20.59 15.47 24.18 29.57 30.45 24.19 26.40 22.03 21.59 26.52 28.21 25.00
    (2) Difference between men's and women's average years of service (26th Fiscal Year)
    Female Male Difference
    5.5 8.1 -2.6
    (3) Acquisition of childcare leave by male and female employees (26th Fiscal Year)
    Female Male
    100% 84.6%
    * The rate of male employees acquiring childcare leave includes employees who acquired special leave for childcare

END

Drafted on: March 11, 2024
BIKE O & COMPANY, Ltd.
Akihiko Ishikawa Representative Director, President Executive Officer

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