Strengthening Human Capital and Promoting Diverse Working Styles and Talent Development
First written in FY2023. . Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
8 other companies' latest entry also says "Other".
- FY2026Human-capital KPI results updatedAnnual report
「By fiscal 2030: annual paid-leave usage rate, 90%: 77.4%; male childcare-leave usage rate, 100%: 80.0%; female hiring ratio, at least 40%: 42.1%; disabled employment rate, 2.7%: 2.4%; female management ratio, 10%: 7.1%」
Against the fiscal 2030 human capital targets, the fiscal 2025 results for leave usage, male childcare-leave usage, the female hiring ratio, the disabled employment rate and the female management ratio were updated. - FY2025Employee Engagement Reform Project Completed; Individual Initiatives ContinueAnnual report
「The Employee Engagement Reform Promotion Project, which had continued since fiscal 2020, achieved its original launch objectives according to an internal survey conducted in fiscal 2024. Although activities as a project have ended, we will continue pursuing the individual initiatives.」
The project ended after achieving its original launch objectives, while individual initiatives relating to talent development and workstyles continue. - FY2023First statedAnnual report
「We will continue activities aimed at creating a workplace where employees are healthy both physically and mentally and find their work rewarding, fostering an awareness of transformation and building a sound corporate culture.」
With human capital as a material issue, we have systematized next-generation talent development, 360° surveys, language study abroad, self-development support, a flextime system, increasing the percentage of women in management, promoting men's use of childcare leave, health and productivity management, and human rights and anti-harassment measures. For fiscal 2030, we have set targets of a 90% annual paid-leave usage rate, a 100% male childcare-leave usage rate, a female hiring ratio of at least 40%, a disabled employment rate of 2.7% and a female management ratio of 10%.