Balancing Work-Life Balance and Productivity through Work-Style and Time-Off Reforms
First written in FY2017. 6 of 12 entries say "Advanced", first in FY2023. Latest entry: 2026-10-20.
43 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Indicator Target Actual (%) Percentage of women in management 15% by the beginning of FY2026 17.5 Percentage of men taking childcare leave At least 30% by FY2025 90.0 Annual paid leave utilization rate At least 70% by FY2025 69.7 As part of these efforts, the company launched the Women’s Advancement Promotion Project in 2023 with voluntary employee participation. Employees from business divisions, sales divisions and administrative divisions have participated in repeated discussions on workplace environment and career development issues affecting women, and have made recommendations on specific measures to management.」
The percentage of women in management reached 17.5% and the percentage of men taking childcare leave reached 90.0%, exceeding their respective time-bound targets. Meanwhile, the annual paid leave utilization rate was 69.7%, slightly below the target of at least 70%. Through the Women’s Advancement Promotion Project, the company is also advancing the development of systems, including measures to curb long working hours, extending the period during which reduced working hours for childcare is available, and establishing a career counseling service. - 2026-05-19AdvancedOther Disclosures
「クロスキャット is working to create an environment in which each employee can build a career with confidence while accommodating individual life stages and diverse working styles. In particular, under its Health Management Declaration adopted in 2019, the company has implemented various measures, including lifestyle-related disease prevention, mental health initiatives and reviews of working styles. More recently, it introduced a working-interval system that ensures at least 10 hours of rest between leaving work one day and starting work the next, promoting physical and mental recovery and leading to higher productivity.」
In addition to existing initiatives related to health management, reviews of working styles and diverse working arrangements, the company presented specific measures including the introduction of a working-interval system, expansion of reduced-hours childcare leave, flextime and telework, as well as receiving the Gold certification as a health-oriented company for the seventh consecutive year. - FY2025AdvancedAnnual report
「Indicator Target Actual (%) Percentage of women in management 15% by the beginning of FY2026 15.2 Percentage of men taking childcare leave At least 30% by FY2025 83.3 Annual paid leave utilization rate At least 70% by FY2025 73.5」
The percentage of women in management was 15.2%, against the target of 15% by the beginning of FY2026; the percentage of men taking childcare leave was 83.3%, against the FY2025 target of at least 30%; and the annual paid leave utilization rate was 73.5%, against the target of at least 70%. Time-bound targets and actual results have been updated for multiple human capital indicators. - FY2023AdvancedAnnual report
「Metric | Target | Actual (%) | Percentage of women in management | 15% by the beginning of fiscal 2026 | 12.5 | Percentage of men taking childcare leave | At least 10% by fiscal 2024 | 100.0 | Annual paid leave utilization rate | At least 70% by fiscal 2025 | 70.4」
For the first time, the company specifically disclosed time-bound targets and actual results for the human capital and diversity indicators of the percentage of women in management, the percentage of men taking childcare leave, and the annual paid leave utilization rate. - FY2022RestatedAnnual report
「From 4 perspectives, including efforts to provide humanitarian assistance, promote health management and diversity, drive technological innovation and improve quality, and address global environmental issues, we will contribute to the realization of a sustainable society by working to resolve social issues.」
Continues a framework for addressing social issues from 4 perspectives, including work-style reform, health management and diversity. - FY2021ReframedAnnual report
「From 4 perspectives, including efforts to provide humanitarian assistance, promote health management and diversity, drive technological innovation and improve quality, and address global environmental issues, we will contribute to the realization of a sustainable society by working to resolve social issues.」
The framework has been reorganized from the previous description of work-style and leave-use reforms into 4 SDG-related perspectives, including health management and diversity. - FY2019RestatedAnnual report
「As Japan advocates a society in which all citizens can actively participate amid a declining working-age population, we recognize that achieving higher productivity while taking employees' work-life balance into consideration is an important issue for our company. We will continue to develop systems that can respond flexibly to changes in attitudes toward work and diverse working conditions, and believe that maintaining an environment that does not undermine employees' health or motivation is essential to the sound continuity of our business. Accordingly, we will promote appropriate work-style and leave-use reforms.」
Continues work-style reform linking work-life balance, higher productivity, flexible working conditions, and employee health and motivation. - FY2018RestatedAnnual report
「As Japan advocates a society in which all citizens can actively participate amid a declining working-age population, we recognize that achieving higher productivity while taking employees' work-life balance into consideration is an important issue for our company. We will continue to develop systems that can respond flexibly to changes in attitudes toward work and diverse working conditions, and believe that maintaining an environment that does not undermine employees' health or motivation is essential to the sound continuity of our business. Accordingly, we will promote appropriate work-style and leave-use reforms.」
Continues work-style reform linking work-life balance, higher productivity, flexible working conditions, and employee health and motivation. - FY2017First statedAnnual report
「As Japan advocates a society in which all citizens can actively participate amid a declining working-age population, we recognize that maintaining and improving productivity while taking employees' work-life balance into consideration is an important issue for our company. We will continue to develop systems that can respond flexibly to changes in attitudes toward work and diverse working conditions, and believe that maintaining an environment that does not undermine employees' health or motivation is essential to the sound continuity of our business. Accordingly, we will promote appropriate work-style and leave-use reforms.」
Positions work-style reform as a new issue linking work-life balance, productivity, flexible working conditions, and employee health and motivation.