Main measures	Target/Results
		When started (June 2005)	Target (timeframe to achieve)	Fiscal 2005 results	Fiscal 2006 results
Development of New Face program (expanding departments [job fields] for female employees*1)	Number of departments where women can actively work in	22 departments	50 departments (end of fiscal 2005)	71 departments (as of March 2006) Target achieved	69 departments (as of March 2007) Target achieved (number reduced in conjunction with organizational change)
Setting a 25% target for female junior managers (sub-managerial positions)*2	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)
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)
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)	197 (as of March 2007) Efforts to achieve target are ongoing.

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

*2 Sharp Corporation in Japan only.

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 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
Reemployment Following Childcare Leave	Grants leave with a guarantee of rehire for the period from birth 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 up to two hours of week per day in 30-minute units during pregnancy. Also allows a female/male employee the same reduced-hours employment system until her/his child enters elementary school (last day of March following the child's sixth birth).
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 four 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.
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 (starting and ending work times) until the last day of March after the child has reached the third year of elementary school.
Home Helper Cost 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.
Fertility Treatment Financing System	Established in cooperation with a group finance company to provide employees with low-interest loans to finance fertility treatments.