2030 Targets for Human Capital and the Advancement of Women
First written in FY2024. 2 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
81 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Appointment of women as officers: Women to account for at least 30% of officers by 2030／Reduction of the gender pay gap (permanent employees): Equal pay for men and women by 2030／Increase in the proportion of women in management: Equal proportions of men and women by 2030／Increase in the employment rate of people with disabilities: At least 3% by the fiscal year ending 2030／Increase in the paid leave utilization rate: At least 80% by 2030」
As of 31 March 2026, the company disclosed the following results: women officers, 8.3%; gender pay gap among permanent employees, 73.0%; proportion of women in management, 46.1%; employment rate of people with disabilities, 2.43%; and paid leave utilization rate, 71.9%. It presents progress and changes in the figures for each item against the targets. - FY2025AdvancedAnnual report
「Appointment of women as officers: Women to account for at least 30% of officers by 2030 Reduction of the gender pay gap (permanent employees): Equal pay for men and women by 2030 Increase in the proportion of women in management: Equal proportions of men and women by 2030 Increase in the employment rate of people with disabilities: At least 3% by the fiscal year ending 2030 Increase in the paid leave utilization rate: At least 80% by 2030」
As of 31 March 2025, the company disclosed the following results against its 2030 targets: women officers, 8.3%; gender pay gap among permanent employees, 77.0%; women in management, 33.8%; employment rate of people with disabilities, 3.12%; and paid leave utilization rate, 73.5%. - FY2024First statedAnnual report
「Appointment of women as officers: Women to account for at least 30% of officers by 2030 Reduction of the gender pay gap (permanent employees): Equal pay for men and women by 2030 Increase in the proportion of women in management: Equal proportions of men and women by 2030 Increase in the employment rate of people with disabilities: At least 3% by the fiscal year ending 2030 Increase in the paid leave utilization rate: At least 80% by 2030」
The company has set targets for 2030 for the proportion of women officers, the gender pay gap, the proportion of women in management, the employment rate of people with disabilities and the paid leave utilization rate.