Numerical Targets for Human Capital Diversity, Development and Workplace Environment
First written in FY2023. 1 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
16 other companies' latest entry also says "Other".
- FY2026Update of human capital metricsAnnual report
「Percentage of female employees in management positions By March 2028 15% 12.9% Percentage of male employees taking childcare leave By March 2028 100% 100.0% Gender pay differential By March 2028 80% 78.3%」
The targets through March 2028 were unchanged from the previous fiscal year. The actual percentage of female managers decreased from 14.1% to 12.9%, while the percentage of male employees taking childcare leave was 100.0% and the gender pay differential increased from 77.6% to 78.3%. - FY2025RaisedAnnual report
「Percentage of female employees in management positions 15% by March 2028 14.1% Percentage of male employees taking childcare leave 100% by March 2028 100.0% Gender pay differential 80% by March 2028 77.6%」
The target year was updated to March 2028. The target for the percentage of male employees taking childcare leave was raised from 90% to 100%, and the target for the gender pay differential was raised from 75% to 80%. The target for the percentage of female managers was maintained at 15%, while the actual result was 14.1%. - FY2024AdvancedAnnual report
「Percentage of female employees in management positions 15% by March 2025 13.7% Percentage of male employees taking childcare leave 90% by March 2025 100.0% Gender pay differential 75% by March 2025 73.8%」
The results for 3 human capital indicators were updated. The percentage of female managers was 13.7%, the percentage of male employees taking childcare leave was 100.0%, and the gender pay differential was 73.8%. The company continues to disclose these figures against the March 2025 targets. - FY2023First statedAnnual report
「Percentage of female employees in management 15% by March 2025 12.7% Male employee parental leave uptake rate 90% by March 2025 66.6% Gender pay gap 75% by March 2025 73.6%」
For human capital diversity and workplace environment improvements, the Company disclosed for the first time targets through March 2025 and current-year results for 3 indicators: the percentage of female managers, the male parental leave uptake rate and the gender pay gap.