Staffing Enhancement
First written in FY2016. 2 of 8 entries say "Restated". Latest entry: FY2026.
17 other companies' latest entry also says "Other".
- FY2026Human capital metrics, including the percentage of women in management positions, were updated.Annual report
「Specifically, we have established and implemented the following policy: “We respect the diversity, character and individuality of our employees, secure a safe and comfortable working environment, and achieve greater time and material well-being.” For human resource development, we provide education by age group and opportunities for all employees to receive the training they need. We have also established a qualification-support program to help employees obtain professional qualifications and encourage them to take on new challenges.」
Policies on diversity, a safe and comfortable workplace, education by age group and qualification support continue. The percentage of women in management positions was disclosed at 4.1%, the percentage of male employees taking childcare leave at 100.0%, and the gender pay gap at 63.0% for both all employees and regular employees. - FY2025Updated the ratio of women in management positions to 3.2%Annual report
「Percentage of women among management personnel (%) 3.2」
Policies on diversity, a safe and comfortable workplace, education by age group and qualification support continue. The disclosed percentage of women among management personnel was updated to 3.2%. - FY2024The human resources policy and the percentage of women in management positions were updated.Annual report
「Specifically, we have established and implemented the following policy: “We respect the diversity, character and individuality of our employees, secure a safe and comfortable working environment, and achieve greater time and material well-being.” For human resource development, we provide education by age group and opportunities for all employees to receive the training they need. We have also established a qualification-support program to help employees obtain professional qualifications and encourage them to take on new challenges.」
Policies on diversity, a safe and comfortable workplace, education by age group and qualification support continue to be disclosed. The percentage of women among management personnel was disclosed at 7.6%, updated from 8.0% in the previous disclosure. - FY2023Human resource development, support for professional qualifications and the percentage of women in management positions were disclosed.Annual report
「For human resource development, we provide education by age group and opportunities for all employees to receive the training they need. We have also established a qualification-support program to help employees obtain professional qualifications and encourage them to take on new challenges.」
In addition to existing recruitment and worker-retention measures, education by age group and a qualification-support program are specified as human resource development measures. The percentage of women among management personnel was disclosed at 8.0%. - FY2021RestatedAnnual report
「We recognize that people are our greatest asset and that creating a comfortable working environment is the most important challenge in achieving sustainable management.」
Human resources continue to be positioned as an important management resource, with creating a comfortable working environment identified as the top priority. - FY2020Specific measures to secure workers through recruitment and cooperative associations were provided.Annual report
「As measures to address this issue, we are working to secure workers through the recruitment of foreign nationals, continued hiring of new graduates and mid-career employees, and cooperative associations formed by business partners.」
Specific measures to secure personnel are provided, including hiring foreign nationals, recruiting new graduates and mid-career employees, and cooperative associations formed by business partners. - FY2017RestatedAnnual report
「We will respond to increased demand for public investment resulting from the effects of Abenomics and increased maintenance and repair work for aging infrastructure.」
Strengthening staffing continues to be identified as a challenge in responding to demand for public investment and infrastructure maintenance and repair. - FY2016First statedAnnual report
「We will respond to increased demand for public investment resulting from the effects of Abenomics and increased maintenance and repair work for aging infrastructure.」
Strengthening staffing is identified as a challenge in responding to demand for public investment and infrastructure maintenance and repair.