Empowering Diverse Talent and Reforming Work Styles Through the Use of IT
First written in FY2018-Q1. 6 of 11 entries say "Advanced", first in FY2020-Q2. Latest entry: FY2024.
The whole theme swung hardest in 2022: 3 of 11 companies on the "Worse" side.
11 other companies' latest entry also says "Advanced".
- FY2024AdvancedAnnual report
「The company will support and promote employee autonomy while strategically implementing system reforms, organizational culture development and other initiatives based on 4 themes: 1. support for career autonomy, 2. promotion of DE&I, 3. promotion of diverse work styles, and 4. building the foundations for well-being.」
The human resources strategy was organized around 4 priority themes, with career autonomy, DE&I, diverse work styles and building the foundations for well-being formulated as initiatives under the Sixth Medium-Term Management Plan. - FY2023-Q1AdvancedAnnual report
「To support "self-directed career development," the company reformed its personnel systems to enable employees to choose career tracks and gain management opportunities at an earlier stage. It also established a Human Resources Development Department and is working to implement the personnel-system reforms across the Group and strengthen its talent-management framework.」
The diversity and talent-utilization initiatives progressed to personnel-system reforms supporting self-directed career development and the establishment of a Human Resources Development Department. - FY2021-Q3AdvancedAnnual report
「The company joined The Valuable 500, an international initiative promoting the participation of people with disabilities.」
As a diversity initiative, the company newly joined an international initiative promoting the participation of people with disabilities. - FY2020AdvancedAnnual report
「To enhance its social contribution, the company promoted systems and workplace development enabling employees to work actively and in good health, including "イクメン休業," a childcare leave program of at least 1 month for male employees taken by all eligible employees, and the newly established personnel registration system for opposite-sex common-law marriages and same-sex partners, with diversity as a driver of growth.」
It was disclosed that all eligible male employees had taken at least 1 month of childcare leave. - FY2020-Q3AdvancedAnnual report
「To enhance its social contribution, the company promoted systems and workplace development enabling employees to work actively and in good health, including "イクメン休業," a childcare leave program of at least 1 month for male employees taken by approximately half of eligible employees, and the newly established personnel registration system for opposite-sex common-law marriages and same-sex partners, with diversity as a driver of growth.」
In addition to childcare leave for male employees, the company disclosed the newly established personnel registration system for opposite-sex common-law marriages and same-sex partners as a specific institutional measure. - FY2020-Q2AdvancedAnnual report
「To enhance its social contribution, the company promoted systems and workplace development enabling employees to work actively and in good health, including "イクメン休業," a childcare leave program of at least 1 month for male employees, taken by approximately half of eligible employees, with diversity as a driver of growth.」
The proportion of male employees taking at least 1 month of childcare leave increased from "one-third" previously to "approximately half." - FY2020-Q1RestatedAnnual report
「To enhance its social contribution, the company promoted systems and workplace development enabling employees to work actively and in good health, including "イクメン休業," a childcare leave program of at least 1 month for male employees, taken by one-third of eligible employees, with diversity as a driver of growth.」
The company continues to develop systems and workplaces, including childcare leave, under a policy of making diversity a driver of growth. - FY2019-Q2RestatedAnnual report
「In the social sphere, the company has promoted diversity as a management strategy to enable diverse personnel to demonstrate their abilities. It was selected for the 2017 Nadeshiko Selection jointly conducted by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange for promoting women's participation in the workforce, the only company in the housing and construction industry to be selected for the 5th time.」
The policy of making the development of diverse talent and diversity management strategies remains in place. - FY2019-Q1RestatedAnnual report
「In the social sphere, the company has promoted diversity as a management strategy to enable diverse personnel to demonstrate their abilities. It was selected for the 2017 Nadeshiko Selection jointly conducted by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange for promoting women's participation in the workforce, the only company in the housing and construction industry to be selected for the 5th time.」
The policy of pursuing the development of diverse talent and diversity as management strategies remains in place. - FY2018-Q2RestatedAnnual report
「The company was recognized for positioning the use of IT-driven operational efficiency improvements and workplace reforms, together with promoting women's participation in the workforce, as management strategies to enable diverse personnel to demonstrate their abilities. It received the New Diversity Management Companies 100 Selection award organized by the Ministry of Economy, Trade and Industry and was selected for the Nadeshiko Selection jointly conducted by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange for the 4th time.」
The company reiterated its initiatives to make diverse talent, operational efficiency through IT, work-style reform and the advancement of women's participation management strategies. - FY2018-Q1First statedAnnual report
「The company was recognized for positioning the use of IT-driven operational efficiency improvements and workplace reforms, together with promoting women's participation in the workforce, as management strategies to enable diverse personnel to demonstrate their abilities. It received the New Diversity Management Companies 100 Selection award organized by the Ministry of Economy, Trade and Industry and was selected for the Nadeshiko Selection jointly conducted by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange for the 4th time.」
For the first time, the company comprehensively disclosed its efforts to pursue the development of diverse talent, operational efficiency through IT, work-style reform and the advancement of women's participation as management strategies.