Securing the Workforce for Business Through Work-Style Reform and Improvements to the Labor Environment
First written in FY2018. 6 of 12 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2023: 3 of 20 companies on the "Worse" side.
17 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Number of women in management positions: 20% increase by March 2026 (versus July 2022): 68 people (+21.4%) (as of the end of March 2026)」
Regarding work-style reform and securing human resources, the number of women in management positions reached 68 as of the end of March 2026, an increase of 21.4%, against the target of a 20% increase versus July 2022. - FY2025AdvancedAnnual report
「The number of women in management positions increased 8% year on year. We are also actively recruiting and developing female engineers and promoting the creation of an environment in which women can play active roles across a broad range of technical fields.」
Regarding work-style reform and securing human resources, the number of women in management positions increased 8% year on year, and the recruitment and development of female engineers were advanced. - FY2025-H1RestatedAnnual report
「The Company will continue to promote strategic human-resources development as part of its human-resources growth strategy, the development of flexible personnel systems supporting challenges, and Mirait One-style smart work-life reforms.」
Regarding work-style reform and securing human resources, strategic talent development, flexible personnel systems and smart work-life-style reform continue to be pursued. - FY2024-Q1RestatedAnnual report
「We will continue to advance the MIRAIT ONE-style smart work-life-style reform.」
Regarding work-style reform, the policy of continuing to advance the MIRAIT ONE-style smart work-life-style reform is stated. - FY2023AdvancedAnnual report
「To achieve sustainable growth while responding to recent changes in the labor market and business environment, the Group has established the “MIRAIT ONE Smart Work-Life Declaration.” Based on this declaration, it is pursuing an integrated and coordinated work-life-style reform comprising (1) promoting work styles that are not constrained by time or location and accommodate diverse lifestyles, (2) establishing systems for reskilling, (3) acquiring external talent and securing a diverse workforce, and (4) promoting health management, among other initiatives.」
The themes of work-style reform and securing human resources were developed into an integrated reform encompassing the Smart Work-Life Declaration, reskilling, external talent acquisition and health management. - FY2022ReframedAnnual report
「Change 1: People-centered management; Mirai College (the “driving force behind business structure reform,” providing “learning” and “connections”); creating a workplace where employees can work comfortably and promoting “health management” to protect their physical and mental well-being; and the “MIRAIT ONE-style” work-style reform for living with COVID-19.」
The themes of work-style reform and securing human resources were reorganized as people-centered management, Mirai College, health management and MIRAIT ONE-style work-style reform. - FY2022-Q3RestatedAnnual report
「当社グループの働き方改革の進展とＤＸの推進による事業運営の効率化に取り組み」
Initiatives to improve operational efficiency through work-style reform and digital transformation continue to be stated. - FY2022-Q1RestatedAnnual report
「当社グループの働き方改革の進展とＤＸの推進による事業運営の効率化に取り組み」
The policy of advancing work-style reform and improving operational efficiency continues to be stated. - FY2021-Q2RestatedAnnual report
「当社グループ自身の働き方改革の進展と事業運営の効率化にも取り組んでおります。」
働き方改革と事業運営効率化への取り組みを引き続き記載している。 - FY2021-Q1RestatedAnnual report
「当社グループ自身の働き方改革の進展と事業運営の効率化にも取り組んでおります。」
働き手不足への対応に関連する働き方改革と事業運営効率化への取り組みを引き続き記載している。 - FY2019AdvancedAnnual report
「働き方改革による生産性向上と人材確保」
働き手不足への対応が、新中期経営計画の人材基盤強化施策として位置付けられた。 - FY2018First statedAnnual report
「さらに、社会的に少子高齢化、働き手不足が進むなか、当社グループは協力会社も含め皆が安心して働けるよう労働環境の整備、安全対策の徹底等を進めることにより、事業の担い手確保に努めるとともに、ICTの活用など働き方を能動的に変化させていく必要があります。」
少子高齢化・働き手不足への対応として、協力会社を含む労働環境整備、安全対策、ICT活用による働き方の変化を新たな課題として明示した。