2026 Targets for Human Capital and Diversity
First written in FY2023. . Latest entry: FY2026.
16 other companies' latest entry also says "Other".
- FY2026Updated target and actual resultsAnnual report
「Percentage of female employees in managerial positions 40% by March 2026 42.8% Percentage of male employees taking childcare leave 30% by March 2026 100.0% Gender pay gap 90% by March 2026 58.7%」
The targets through March 2026 were maintained. The percentage of female managers was 42.8% and the percentage of male employees taking childcare leave was 100.0%, while the gender pay gap was 58.7%, below the 90% target. - FY2025Updated actual results against the targetsAnnual report
「Percentage of female employees in management positions 40% by March 2026 0% Percentage of male employees taking childcare leave 30% by March 2026 0% Gender pay gap 90% by March 2026 68.3%」
The targets through March 2026 were maintained, while current-year results were updated to 0% for the percentage of female managers, 0% for the percentage of male employees taking childcare leave, and 68.3% for the gender pay gap. - FY2024Updated actual results against the targetsAnnual report
「Percentage of female employees in management positions 40% by March 2026 25.0% Percentage of male employees taking childcare leave 30% by March 2026 0% Gender pay gap 90% by March 2026 63.9%」
The targets through March 2026 were maintained, while current-year results were updated to 25.0% for the percentage of female managers, 0% for the percentage of male employees taking childcare leave, and 63.9% for the gender pay gap. - FY2023First statedAnnual report
「As of the end of March 2023, female employees accounted for 55.6% of the Company’s total workforce. The Company has promoted initiatives to enhance flexibility in working arrangements, including parental leave for men, staggered working hours by choice, telework and paid leave available in hourly units, and has developed a workplace environment supporting work-life balance, including average overtime of 10 hours or less and a paid-leave utilization rate of 80% or higher, so that it can recruit and develop personnel who contribute to the business regardless of gender. The Group also uses the following indicators for the policies on human-resource development, including securing workforce diversity, and on developing the internal work environment described in “(2) Strategy” above. Indicator Target Actual (current consolidated fiscal year) Percentage of female employees in management positions 40% by March 2026 33.33% Percentage of male employees taking childcare leave 30% by March 2026 0% Gender pay gap 90% by March 2026 76.87%」
The Company disclosed for the first time numerical targets through March 2026 and current-year results for the percentage of female managers, the percentage of male employees taking childcare leave, and the gender pay gap, together with measures for flexible working arrangements and work-life balance.