Building a Productive Organization that Respects Workforce Diversity
First written in FY2017. 4 of 7 entries say "Advanced", first in FY2023. Latest entry: FY2026.
The whole theme swung hardest in 2023: 3 of 21 companies on the "Worse" side.
19 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「As a result, the overall score in the January 2026 survey was 66.0 points, up 0.8 points from the previous year and 2.7 points from the start of the survey in fiscal 2023.」
For its human-capital initiatives, the company disclosed an engagement score of 66.0, a female management ratio of 10.3% and a male childcare-leave utilization rate of 97.0%, while also advancing the development of DX and global talent and the introduction of talent management. - 2026-05-27RaisedGeneral Meetings of Shareholders
「We have raised the target for the ratio of women in management positions from at least 10% at the end of FY2025 to 20% by the end of FY2030, and are working to develop female leaders and roll out career development programs.」
The company explicitly stated that it raised the target for the ratio of women in management positions from at least 10% at the end of FY2025 to 20% by the end of FY2030. The canonical thread remains unchanged. - FY2025AdvancedAnnual report
「As a result, the overall score in the fiscal 2024 survey was 65.2 points, up 1.9 points from the previous year. By category, scores improved significantly for “alignment with the mission and vision,” “a culture that encourages challenges” and “trust in management.” The company considers this to have resulted from its efforts to address insufficient dialogue.」
For its human-capital initiatives, the company disclosed an engagement score of 65.2 points, an improvement of 1.9 points from the previous year, a female management ratio of 8.6% and a male childcare-leave utilization rate of 94.2%, among other results. It will continue dialogue, DX training and DE&I initiatives toward targets including an engagement score of 70 points in fiscal 2030. - FY2024AdvancedAnnual report
「Average monthly overtime for general employees fell from 23.8 hours in fiscal 2015 to 16.7 hours in fiscal 2023, less than three-quarters of the former level, while the annual paid-leave utilization rate, averaged across all employees, reached 83% in fiscal 2023, up from 65% in fiscal 2015.」
As achievements in work-style reform, overtime was reduced to 16.7 hours and the annual paid-leave utilization rate improved to 83%. The female management ratio also reached 7.8%, and the target of at least 10% by the end of fiscal 2025 remains in place. - FY2023AdvancedAnnual report
「Average monthly overtime for general employees fell from 23.8 hours in fiscal 2015 to 17.6 hours in fiscal 2022, less than three-quarters of the former level, while the annual paid-leave utilization rate, averaged across all employees, reached 80% in fiscal 2022, up from 65% in fiscal 2015.」
As achievements in work-style reform, the company disclosed a reduction in overtime and an annual paid-leave utilization rate of 80%. It also targets a female management ratio of at least 10% by the end of fiscal 2025. - FY2019RestatedAnnual report
「The company will pursue operational reforms and establish a more supportive working environment through measures such as promoting reduced working hours and introducing a teleworking system. It will also develop its workforce by introducing a new training framework.」
The company continues to plan operational reform and workforce development through reduced working hours, teleworking and a new training framework. - FY2017First statedAnnual report
「The company will pursue operational reforms and establish a more supportive working environment through measures such as promoting reduced working hours and introducing a teleworking system. It will also develop its workforce by introducing a new training framework.」
Operational reform and workforce development using reduced working hours, teleworking and a new training framework are described as new functional strategies.