Action Plan for General Business Owners

In accordance with the Law for Measures to Support the Development of the Next Generation, BREXA Next, Inc. has established the following action plan to develop an employment environment in which all employees can fully demonstrate their abilities and to become a company that contributes to the community with regard to support for the development of the next generation.

Plan period: April 1, 2021 - March 31, 2026

【Goal】: Establishment of an environment to support work and childcare/nursing care
【Measure1】: Consistently promote the optimization of systems through periodic surveys of actual conditions related to childcare and nursing care
【Measure2】: Through training programs for supervisors who understand childcare and nursing care (ikuboss/keaboss), foster understanding of childcare and nursing care and a workplace culture, and promote the development of a support system for fellow employees in the workplace who support employees engaged in childcare and nursing care.

【Goal】: Establishment of support systems for life-stage events
【Measure1】: Optimize the system to allow flexible time off, such as by expanding the scope of use of leave for childcare purposes (child nursing care leave) and removing core hours in the flextime system.
【Measure2】: Establishment of consultation services by public health nurses, counselors, and the human resources department to manage mental and physical health
【Measure3】: Enhance support for male and female employees undergoing fertility treatment and establish a system to meet broader demands for childbirth.

【Goal】: 10% increase in annual paid leave accrual rate
【Measure1】: Incorporate plans for taking annual paid leave into each employee's work plan, and set aside days to encourage employees to take annual paid leave in an effort to increase the rate of leave use.
【Measure2】: Regularly distribute information on employees who have taken fewer days of annual paid leave to managers to ensure that they are encouraged to take the leave.

BREXA Next, Inc. has established the following action plan in accordance with the Law Concerning the Promotion of Women's Career Advancement in the Workplace to ensure that women's career advancement is steadily promoted.

Plan period: April 1, 2021~March 31, 2026

【Goal】: Training of 20 female managers
【Measure1】: From April 1, 2021
Improvement of various training and learning contents, as well as development of subcommittees of the Women's Advancement Project to better clarify equal opportunities for men and women to improve differences in attitudes toward work and promotion.
【Measure2】: From April 1, 2021
Establish a system that enables employees to aim for career advancement while balancing work and family life by constantly brushing up their career plans through regular career interviews.

【Goal】: 50% male childcare leave taken, total of 1 month of leave taken
【Measure1】: From April 1, 2021
Cultivate an image of work-life balance by providing training on company regulations and benefit programs, and by becoming more aware of one's own assigned rights and roles.
【Measure2】: 2From April 1, 2021
Fostering a workplace culture that encourages and promotes the acquisition of social security cards by enhancing awareness and knowledge among managers through better communication of internal regulations and legal amendments related to social security.
【Measure3】: From April 1, 2021
Promote male participation in childcare by enhancing information on the system and publicizing testimonials from employees who have taken childcare leave and the rate at which they have taken childcare leave.

■ Childcare Leave

	masculine gender	female
Childcare leave taken	10 persons	46 persons	Year ending December 31, 2020
	11 persons	58 persons	Year ending December 31, 2021
	8 persons	45 persons	Year ending December 31, 2022
	7 persons	58 persons	Year ending December 31, 2023