Human Capital and Diversity Targets, Including Regional Work, Women’s Advancement and Participation in Childcare
First written in FY2023. 1 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
135 other companies' latest entry also says "Other".
- FY2026Human capital and diversity indicators updatedAnnual report
「Employees working outside major metropolitan areas 50.0% 18.1%, share of female employees 51.0% 47.5%, male parental leave uptake rate 30.0% 84.0%, share of female managers 30.0% 32.9% (consolidated)」
The company updated its human capital and diversity indicators and disclosed 18.1% of employees working outside major metropolitan areas, 47.5% female employees, an 84.0% male parental leave uptake rate and 32.9% female managers. - FY2025Human capital and diversity indicators updatedAnnual report
「m. Employees working outside major metropolitan areas 50.0% 31 March 2025 17.1% n. Share of female employees 51.0% 31 March 2025 47.5% o. Male parental leave uptake rate 30.0% Fiscal year ended March 2025 90.0% p. Share of female managers 30.0% 31 March 2025 30.4%」
The company updated its human capital indicators and disclosed 17.1% of employees working outside major metropolitan areas, 47.5% female employees, a 90.0% male parental leave uptake rate and 30.4% female managers. - FY2024AdvancedAnnual report
「Indicator Target Actual result (consolidated fiscal year) a. Share of areas other than web operations in total revenue 2030 80.0% 37.7% ... k. Employees working outside major metropolitan areas 50.0% 19.1% ... l. Share of female employees 51.0% 46.5% ... m. Male parental leave uptake rate 30.0% 64.3% ... n. Share of female managers 30.0% 31.6%」
The company disclosed current-period results for human capital and diversity indicators, including 19.1% of employees working outside major metropolitan areas, 46.5% female employees, a 64.3% male parental leave uptake rate and 31.6% female managers. - FY2023First statedAnnual report
「In particular, under VISION2030, the company has set a target for employees working outside major metropolitan areas to account for 50% of all employees by 2030.」
The company disclosed human capital targets including 50% of employees working outside major metropolitan areas by 2030, 51% female employees by 2030, a 30% male parental leave uptake rate and 30% female managers. Actual results were 23.1% for employees working outside major metropolitan areas, 44.9% for female employees, 59.1% for the male parental leave uptake rate and 31.8% for the proportion of female managers.