Main measures		Target/Results
		When started (June 2005)	Target (timeframe to achieve)	Fiscal 2005 results	Fiscal 2006 results	Fiscal 2007 results
Setting a 25% target for female junior managers (sub-managerial positions)*1	Ratio of junior managers to all female employees	17.3%	25% (end of fiscal 2007)	19.8% (as of April 2006)	21.0% (as of April 2007)	22.3% (as of April 2008)
Female manager candidate development program	Number of female managers	21	60 (end of fiscal 2007)	28 (as of April 2006)	39 (as of April 2007)	48 (as of April 2008)
Development of New Face program (expanding departments [job fields] for female employees*2)	Number of departments where women can actively work in	22 departments	50 departments (end of fiscal 2005)	71 departments (as of March 2006)	-	-
Fostering abilities of female employees (appointing as leaders in small-group activities)	Number of female group leaders	131	250 (end of fiscal 2005)	171 (as of March 2006)	-	-

*1 Sharp Corporation in Japan only.

*2 Departments where the percentage of women employees is at least 30% and where they can readily exercise their skills and aptitudes.

Affirmative Action for Women Promotion Team at Each Site
Beginning in December 2005, an Affirmative Action for Women Promotion Team was organized at each site in Japan. To date, a total of 23 teams have developed a wide variety of activities, including holding study sessions on affirmative action.

Equal Opportunity and Work/Life Balance Information Intranet Site
Sharp's goal is to create a workplace where each employee can demonstrate his or her diverse abilities, regardless of whether they are men or women. To help balance work and private life, and support career development, Sharp established the Equal Opportunity and Work/Life Balance Information site on its corporate intranet in Japan, in March 2006.

Work and Family Balance Support Guidebook
On the Equal Opportunity and Work/Life Balance Information site, Sharp has published a Guide to Balancing Work and Family that brings together in an easy-to-understand format handy tips, bits of knowledge, application procedures at government offices, and descriptions and methods for applying for various company programs to support a positive work/life balance (having a family and working at the same time during the period of childbirth and care of infants/children).

Together with the Corporate Affirmative Action for Women Strategy Program, Sharp's goal is to create a workplace where each employee can manifest diverse abilities, regardless of gender. Sharp has various programs to support a positive and healthy work/life balance.

Main Support Programs

Program name	Description
Guaranteed Reemployment After Maternity and/or Childcare Period	Allows an employee who once leaves the company because of the prescribed reasons a guarantee of rehire, which is valid until the child enters elementary school (last day of March following the child’s sixth birthday).
Reduced-Hours Employment During Pregnancy and Childcare	Allows a female employee to reduce work time to a maximum of three hours per day in 30-minute units during pregnancy. Also allows a female/male employee the same reduced-hours employment system until the last day of March after her/his child has reached the sixth year of elementary school. Multipurpose leave (paid) can be taken on an hourly basis up to a total of five days per year.
Paternity Leave	When a spouse/partner gives birth, the father may take up to a total of five days paid leave during the period from one week prior to the scheduled birth to six weeks after the birth.
Parental leave	Allows a leave of any length until the last day of March following the child's first birthday or until the child is 18 months old. The 10-day period (normal working days) beginning at the start of such leave is treated as a period with pay.
Childcare Assistance Grant	An allowance of 60,000 yen a month is provided during the parental leave period (excluding the 10-day period when salary is paid).
Daycare Adaptation Leave	Allows a leave of up to one month until the last day of April following the child's first birthday or until the child is 19 months old (to accompany the child to daycare and help him/her adapt).
Childcare Time	Allows taking up to one hour per day paid time off (even 30 minutes is allowable) until the child is one year old.
Childcare Support Work Program	Allows flexible work schedules (work day start and end times) until the last day of March after the child has reached the sixth year of elementary school.
Home Helper Expense Subsidy	Can be used 14 times from the beginning of pregnancy up to 9 weeks following birth (up to 10 weeks for multiple pregnancy), 14 times per year after coming back from maternity or parental leave until the child enters elementary school, and 14 times for nursing care. Subsidy pays for actual expenses up to a maximum of 5,000 yen per day per event.
Multipurpose Leave	Up to eight days per year can be taken (paid) for reasons such as care of family members, family anniversaries, self-development, volunteer activities, undergoing fertility treatments, and the like.
System to Take Leave of Absence and/or Annual Paid Leave for Fertility Treatments	Authorizes an employee to take a leave of absence or up to 32 half-days of paid leave per year for the purpose of undergoing fertility treatments.
Fertility Treatment Financing System	Established in cooperation with a group finance company to provide employees with low-interest loans to finance fertility treatments.