The Work-Life Balance of Male Employees Who Took Parental Leave
At ASICS, we have employees with diverse experiences and perspectives. The company is proactively fostering an environment where all employees can work autonomously, in line with their unique backgrounds. In recent years, as more women join the workforce, the majority of working households are dual-income. In this context, creating an environment where men can also participate in childcare has become essential. In this article, we speak with two female employees and three male employees who have taken parental leave and managed to balance work and family life.
One Month of Parental Leave: A Deep Dive into the Challenges and Rewards of Parenting
“Drawing on my experience, I hope to continue balancing family life with career advancement.”
T.Y. (Regional Strategy Department, Joined in 2010)
Background on Taking Parental Leave
I worked in a department focused on promoting CSR and managing employee work conditions, so I was already aware that ASICS had been pushing for work style reforms and establishing various supportive systems. Personally, from the time I got married, I had always planned to take parental leave when I had children, wanting to experience firsthand what it means to be involved in childcare. After my wife entered her second trimester, I discussed taking parental leave with my boss and started preparing for it.
With the understanding and cooperation of those around me, I was able to transition smoothly into parental leave. During the month that I spent at home, alongside my wife and with the help of my parents, I was fully engaged in childcare—feeding the baby, giving baths, changing diapers, and doing household chores. Each day brought new challenges, and not a single day was the same. This experience was exactly what I had hoped for: not merely supporting or assisting, but truly being a participant in the process of raising my child and starting my role as a "father." While I have now returned to work, I still feel involved in childcare, and I don’t leave everything to my wife.
Work Environment and Trust with Colleagues
At my workplace, tasks were originally divided so that each person was fully responsible for their area of work. However, recently, we have shifted to a system where multiple people share responsibility for tasks, a change that facilitates easier parental leave and ensures that work does not grind to a halt in emergencies.
Thanks to this adjustment, I was able to hand over my duties smoothly. My boss and colleagues, knowing that this was my first time experiencing childcare, encouraged me by saying, "This is a once-in-a-lifetime opportunity to care for your first child. It will definitely be a great experience, so go for it!" I’m truly grateful for their support.
Reflections After Parental Leave
This was my first long-term leave as a working adult, and while I looked forward to it, it turned out to be a battle against sleep deprivation, leaving me exhausted every day. It made me realize how employees with children manage to balance meetings and business trips while taking into consideration family situations, with some even working shorter hours. I’ve always admired them, but now I feel the weight of that admiration more acutely.
Having had a month-long parental leave, I’ve returned to a new role supporting overseas sales operations. My child is now over a year old, and we’ve settled into a routine. Going forward, I hope to continue advancing in my career while balancing family life.
In conclusion, that month of childcare was a priceless time that helped me develop a deeper sense of responsibility as a father. I would strongly encourage anyone with the opportunity to take parental leave to seriously consider doing so.
120 Days of Parental Leave for a Child with Disabilities
Learning the Responsibilities of Management After Becoming a Manager
T.Y. (IT Department, Joined in 2008)
Background on Taking Parental Leave
My child was born with severe hypoxic encephalopathy, requiring complete assistance for all physical activities. Given these circumstances, I took four months of parental leave. Initially, I hadn’t planned to take leave, but due to the sudden nature of the situation and the demands of hospital visits and caregiving, I realized I couldn’t manage everything on my own. After about a month, I remembered a colleague’s experience with parental leave and consulted with HR. As a result, I was granted four months of leave.
During the first two months of my leave, my child was hospitalized, and my wife and I alternated 12-hour shifts at the hospital. It was a difficult period, and I don’t think my wife could have managed without my support. Honestly, at one point, I thought that I might have to quit my job altogether.
However, after consulting with HR about taking parental leave, I discovered that there were several systems in place that would allow me to continue my work while caring for my child. I’m incredibly grateful for that.
Trust and Support from Colleagues
I work in the IT department, where roles are typically very clear-cut. I was worried about causing disruptions in work due to my absence, but thanks to daily communication with my manager and colleagues, I was able to hand over my duties without any major issues.
When I returned to work after four months, I was able to seamlessly rejoin the projects I had been involved in. Reflecting on it now, I’m very grateful for the support I received from my colleagues, which allowed me to overcome this unexpected challenge.
Reflections After Parental Leave
Recently, I was promoted to a managerial position. During management training, I learned that performance evaluations should consider actions over a longer period, rather than focusing only on recent accomplishments or events.
I returned from parental leave just before my promotion, and I’m aware that my sudden leave may have caused some inconvenience. However, I’m happy to have been evaluated fairly and not penalized for it. This has made me even more aware of the responsibility I now have as a manager.
As a manager, my goal is to create a work environment where all team members can thrive. The IT department is made up of a diverse group of people, including many employees from different countries. We’ve always emphasized the importance of work-life balance, and I hope to continue using the company’s support systems to foster an inclusive environment where everyone can succeed.
Co-Parenting with My Wife, Working in the Global Division
Making the Most of Flexible Working Systems and Supporting Each Other
K.K. (Footwear Production Department, Joined in 2009)
Background on Taking Parental Leave
Both my wife and I work for ASICS in the global division, which often requires early morning or late-night meetings due to time differences with international counterparts. Before having children, we had the freedom to prioritize our own schedules.
However, after three years of marriage, we had our first child, and everything changed. We carefully researched the various systems for parental leave and created a plan together. One of our main concerns was finding a suitable daycare for our child. If we were unable to secure a spot, it would delay my wife’s return to work, so we decided that I would take parental leave to support her. Ultimately, we were able to find a daycare, so my wife returned to work, and I didn’t need to take leave for that purpose, although I thought it would have been a fascinating experience.
Since returning to work, we’ve been balancing both careers and childcare by making use of various flexible work arrangements such as flex time, reduced hours, and remote work.
Flexible Working Arrangements
Our work covers global regions, so I often have to attend meetings early in the morning with Brazil, handle colleagues in China, India, and Australia during the day, and finish the day with meetings in Europe. It’s a demanding schedule, and there was a significant shift in how we worked after 2018, when the company implemented full flex-time policies as part of a broader work style reform. We can now adjust our hours to accommodate international calls, and I can even participate in remote meetings when necessary, making it much easier to manage work.
At the moment, my wife is on parental leave with our second child, and soon she’ll return to work. I’ll start taking the children to daycare in the mornings and then head to the office, juggling different schedules. It’ll be hectic, but I’m looking forward to it.
Reflections After Parental Leave
When we had our first child, I heard from senior colleagues that having children increases your sense of responsibility and raises your motivation at work. My wife and I have always been passionate about the value of ASICS products, and we’re constantly thinking about how to convey that value to the world, so our motivation has remained high even after becoming parents.
Additionally, I was recently promoted to a managerial position, which is an exciting opportunity. There will certainly be challenges ahead, with both children to take care of, but I’m committed to leading my team and rising to the occasion. We have a diverse team, with new employees, working parents, and older colleagues, but I aim to create an environment where everyone feels comfortable and supported. I encourage others to find their own paths to balance work and life events like marriage, childbirth, and parenting. It’s not always easy, but these experiences offer valuable lessons and insights.
Note: The profile and interview content reflect the information at the time of the interview.
