WOWOW does not have any gender-based systems for job assignments or job grades, and we provide equal career development opportunities regardless of gender. There is no significant difference in the ratio between men and women at the time of hiring. In addition, we actively enhance career support based on life stages--such as encouraging all employees regardless of gender to take childcare leave, establishing systems for shortened working hours, and providing babysitter subsidies. As of March 31, 2025, women accounted for 34.5% of all employees, 23.8% of management positions, and 46.4% of staff positions. We strive for a 100% return rate for female employees after taking childcare leave. Our goal is to increase the ratio of women in management positions to 30% by March 2028.
We have always been focused on acquiring carefully selected content that has never been shown in Japan from all over the world to our subscribers and have worked to hire and develop global talent.
As of March 31, 2024, non-Japanese nationals made up 1% of all employees, 0% of management positions, and employees whose final education was overseas universities or graduate schools comprised 3% of all employees. Many of our employees have international experience such as overseas study, assignments, or living abroad, and our talent increases to being global every year. We will continue to proactively recruit and develop global talent going forward.
At the same time, we acknowledge that the ratio of global talent and non-Japanese nationals in management remains insufficient, and we will continue working to improve these ratios through talent development.
As of March 31, 2024, career hires represented 41% of all employees and 41% of management positions. We believe employees with experience and expertise cultivated in other industries and fields are indispensable in building new business domains, and regularly employ career hires each year. We will continue to hire mid-career professionals and strive to maintain a high ratio of career hires in management roles.
| FY2024 | 12 people |
|---|---|
| FY2023 | 13 people |
| FY2022 | 26 people |
Regardless of disability status, our diverse employees are thriving in fields where they can fully utilize their individual strengths and abilities. We also employ para-athletes and support them in their athletic pursuits.
| FY2024 | 2.41% |
|---|---|
| FY2023 | 2.45% |
| FY2022 | 3.15% |
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, our company has formulated the following General Employer Action Plan. This plan aims to create a work environment where diverse individuals can leverage their strengths and work comfortably throughout various life stages.
We have implemented various programs that support employees who are raising children or are caretakers to successfully balance their responsibilities at home with their work.
Childcare leave may be taken until the final day of the month in which the child turns 2. We have created an environment where all employees, regardless of gender are encouraged to take advantage of this leave.
Target rate for childcare leave acquisition:
・Male employees : 100%
・Female employees: 100%
Employees taking childcare leave
| FY2024 | Men: 100.0% | Women: 100.0% |
|---|---|---|
| FY2023 | Men: 100.0％ | Women: 100.0％ |
| FY2022 | Men: 50.0% | Women: 100.0% |
Employees working while raising a child, providing care, or recuperating from an accident or illness can choose to work reduced hours or a fixed schedule with no overtime. Employees can select the working hour pattern that best suits them, and those who are raising children can work fixed/reduced hours regardless of the child's age.
This program enables employees to subsidize babysitting fees by using babysitter service discount coupons.
This leave may be taken when nursing a sick child, obtaining a vaccination or health check for a child, providing care to a family member, etc. Employees can take up to 10 days if caring for one person and up to 20 days if caring for two or more people. Up to 10 days per year will be treated as paid leave.
It is possible to take up to a total of one year per family member who requires care.