To help each individual employee have a sense of personal growth and achieve career goals that will lead to the future he or she has mapped out, we offer a career path program and training programs.
Through one-on-one interaction, this program develops organizational leaders and highly specialized personnel more systematically based on individual employees' interests, strengths (knowledge, skills, experience), and intentions. Through the career path program, we aim to achieve the following:
We have various training programs to support employees' growth, such as overseas training trips, external training involving interaction with various other industries, and short-duration business skills training, for which employees may apply regardless of their department or seniority.
With the medium- to long-term future of employees and the company in mind, this program supports learning for the purpose of growth. When employees enter a university or graduate school in Japan or abroad or are temporarily assigned to a company in Japan or abroad, the company will support them by covering the required expenses or paying part of their salary while they are on leave.
Past Examples
| Educational institutions | Waseda University Graduate School / Takachiho University Graduate School / Kochi University of Technology Graduate School / Toin University of Yokohama Law School / University of Tokyo Graduate School / Keio University Business School / Paris 8 University Vincennes-Saint-Denis |
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We have established a work environment with various programs that enable all employees to work comfortably and efficiently with peace of mind.
We provide a flexible work environment and variety of programs that enable each individual employee to maximize their potential and adopt a work style that suits them, based on their duties and stage of life.
To support various work styles aligned with each employee's department and job description, we have introduced a full-flex system for all personnel which provides them with flexibility and independence in their work style.
This program allows employees to take 10 days of leave for every 5 years of continuous service. It is used by many employees who take advantage of this time to recharge their batteries.
This program allows employees to accumulate unused paid annual leave up to a certain number of days. These may be taken for child-rearing/caregiving, recuperation from an illness or accident, or social contributions such as volunteering.
Employees may apply for outside employment, as long as it is outside of working hours and does not affect their work.
In January 2020, our offices were fully renovated, and since we use a hot-desking system with no assigned desks for individuals, employees may select a location to work based on their current duties or project, their mood on a given day, etc.
All employees may work remotely from home, a shooting location, a satellite office, etc., for the purposes indicated below. Each individual employee can therefore select the location where they will work in order to optimize performance based on their circumstances.
1) To improve productivity, diversity, or creativity
2) To balance work with child-rearing, caregiving, or personal recuperation
3) To reduce risks associated with commuting during a natural disaster or epidemic
To do highly creative work, we believe that employees must be healthy in both mind and body. WOWOW therefore offers comprehensive entertainment and health support programs.
This program was introduced to expand the scope of the company's support to include everything from relaxation to entertainment, learning, leisure, child-rearing, caregiving, and more. Employees are given an equal number of points, which they may spend on the areas of their choice (travel, child-rearing, caregiving, personal development, etc.).
The purpose of this subsidy program is to enhance employees' health and welfare and to promote interaction between employees at different companies within the group. Tennis, baseball, soccer, cycling, and survival game clubs are currently active.
Viewing WOWOW programs and services is important for employees to understand the products we offer. We provide each employee with up to three subscriptions.
Through our wealth-building savings programs (general, homebuying, pension), employees can save an amount of their choosing from their monthly wages and bonus in a financial institution under contract with WOWOW.
The company provides incentives based on contributions through this benefit program, which offers an opportunity to foster employees' sense of participating in the business while creating an increased sense of belonging via stock ownership based on monthly contributions.
Under this pension plan, employees manage premiums contributed by the company, and their pension payments are determined based on the fund management results. By providing regular information about asset management, investing, and so forth, we support employees so that they can play a proactive role in planning their post-retirement life.
WOWOW states in its Code of Conduct that "the company shall strive to maintain a healthy working environment in which it is easy to work," and in seeking to maximize human capital, it prioritizes employees' well-being. As part of these efforts, the company aims to promote health through the improvement of lifestyle, thereby enhancing performance at the same time, to foster employees' health literacy and prevention awareness, and to pursue an environment that enables employees to work in a dynamic manner in an atmosphere that ensures support for their mental wellness.
We have introduced various programs that enable employees who are raising children or providing care to successfully balance these activities with their work.
Childcare leave may be taken until the final day of the month in which the child turns 2. From FY2014 to FY2021, 100% of employees returned to work after giving birth. The number of male employees taking childcare leave is also increasing.
Target usage rate: 50% or more for men, 100% for women
Usage record
| FY2023 | Men: 100.0% | Women: 100.0% |
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| FY2022 | Men: 50.0% | Women: 100.0% |
| FY2021 | Men: 50.0% | Women: 100.0% |
Employees who are working while raising a child, providing care, or recuperating from an accident or illness may work reduced hours or a fixed schedule with no work outside of the set hours. Employees can choose the working hour pattern that suits them, and those who are raising children may work fixed or 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 child, obtaining a vaccination or health check for a child, providing care to a family member, etc. In the time of one year, the recipient may 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.