Transforming Workstyles and Building a Company Where Diverse Talent Can Thrive
First written in FY2016. 12 of 23 entries say "Advanced", first in FY2018. Latest entry: FY2026.
NS Solutions moved to the "Worse" side of this theme in 2026, the same year as the typical company in this theme.
3 other companies' latest entry also says "Reframed".
- FY2026ReframedAnnual report
「<General Employer Action Plan (Phase 3)> (Period) 1 April 2026 to 31 March 2031 ① Target Achieve a ratio of women in management positions of at least 10% by fiscal 2030.」
The company transitioned from the 2021–2025 action plan to the Phase 3 plan, setting targets including a ratio of women in management positions of at least 10% by fiscal 2030, a ratio of women among new graduate hires of at least 30% and a rate of men taking childcare leave or equivalent of at least 70%. It also disclosed fiscal 2025 results of 106 women in management positions, a 40.6% ratio of women among new hires and a 110% rate of men taking childcare leave or equivalent. - FY2024AdvancedAnnual report
「Number of women in core positions At least double the number in fiscal 2020 by fiscal 2025 47 Percentage of women among new graduates hired Maintain and continue at 30% or higher 34.4% Percentage of men taking childcare leave or equivalent Set at 70% or higher 97.2%」
The company updated its diversity and inclusion targets and disclosed 47 women in core positions, a 34.4% percentage of women among new hires and a 97.2% percentage of men taking childcare leave or equivalent. - FY2024-Q3AdvancedAnnual report
「The company is working to foster an organisational culture in which everyone can play an active role with vitality and a sense of purpose, including promoting diversity and inclusion. As in the previous year, it received the highest-ranking Gold award in the PRIDE Index 2023, an evaluation indicator for initiatives relating to sexual minorities, including LGBTQ+ people. It also established the incubation lab GRID BOX jointly with Izumo, Shimane Prefecture, and companies in the prefecture to promote the development of advanced IT engineers in regional areas and create employment opportunities, among other ESG-related business activities aimed at creating a more prosperous society.」
Regarding efforts to foster an organisational culture in which diverse talent can thrive, the company disclosed its receipt of the highest-ranking Gold award in the PRIDE Index 2023 and GRID BOX's development of advanced IT engineers in regional areas and creation of employment opportunities. - FY2024-Q2AdvancedAnnual report
「The company is working to foster an organisational culture in which everyone can play an active role with vitality and a sense of purpose, including promoting diversity and inclusion. In addition to again endorsing and sponsoring Tokyo Rainbow Pride 2023, it established the incubation lab GRID BOX jointly with Izumo, Shimane Prefecture, and companies in the prefecture to promote the development of advanced IT engineers in regional areas and create employment opportunities, among other ESG-related business activities aimed at creating a more prosperous society.」
The establishment of GRID BOX was disclosed as a new initiative to develop advanced IT engineers in regional areas and create employment opportunities, as part of efforts to promote diversity and inclusion and foster an organisational culture in which diverse talent can thrive. - FY2024-Q1RestatedAnnual report
「The company is working to foster an organisational culture in which everyone can play an active role with vitality and a sense of purpose, including promoting diversity and inclusion. As in the previous year, it endorsed and sponsored Tokyo Rainbow Pride 2023, among other ESG-related business activities aimed at creating a more prosperous society.」
The company continues to promote diversity and inclusion and foster an organisational culture in which diverse talent can thrive, and disclosed its endorsement and sponsorship of Tokyo Rainbow Pride 2023. - FY2023AdvancedAnnual report
「Number of women in core positions (so-called department manager and section manager level) At least double the number in fiscal 2020 by fiscal 2025 44 Percentage of women among new graduates hired Maintain and continue at 30% or higher 34.5% Percentage of men taking childcare leave or equivalent Set at 70% or higher 91.3%」
For creating opportunities for diverse talent to thrive, the company disclosed for the first time specific deadlines, targets and results for women in core positions, the percentage of women hired and the percentage of men taking childcare leave or equivalent. - FY2023-Q3AdvancedAnnual report
「We also established the Group's human rights policy and advanced efforts to create opportunities for diverse talent to thrive. We received the highest-ranking Gold award in the PRIDE Index 2022, an evaluation indicator for initiatives relating to sexual minorities, including LGBTQ+ people.」
Regarding the creation of opportunities for diverse talent to thrive, the company disclosed the establishment of a human rights policy and receipt of the highest-ranking Gold award in the PRIDE Index 2022. - FY2023-Q1AdvancedAnnual report
「The company is working to foster an organisational culture in which everyone can play an active role with vitality and a sense of purpose, including promoting diversity and inclusion. It has also endorsed and sponsored Tokyo Rainbow Pride 2022, among other ESG-related business activities aimed at creating a more prosperous society.」
Endorsement and sponsorship of Tokyo Rainbow Pride 2022 were disclosed as specific diversity and inclusion activities. - FY2022AdvancedAnnual report
「We also advanced the development of new personnel systems aimed at creating a more dynamic company, including role-based pay for core positions, a mandatory retirement age of 65, and systems enabling the early promotion of younger employees.」
Regarding changes in working styles and the use of human resources, the company disclosed specific personnel systems, including role-based pay for core positions, a mandatory retirement age of 65, and an early-promotion system for younger employees. - FY2022-Q3RestatedAnnual report
「From a sustainability and ESG perspective, as part of our efforts to promote diversity and inclusion, we established the subsidiary 株式会社Act. in April 2021 to actively create workplaces for people with disabilities, and it was certified as a special subsidiary. The company handles some employee welfare services and office operations efficiency initiatives, contributing to improved workplace conditions for Group employees.」
The establishment and special-subsidiary certification of 株式会社Act., its creation of workplaces for people with disabilities, and its responsibility for employee welfare and office operations were reconfirmed. - FY2022-Q1AdvancedAnnual report
「From a sustainability and ESG perspective, as part of our efforts to promote diversity and inclusion, we established the subsidiary 株式会社Act. in April 2021 to actively create workplaces for people with disabilities, and it was certified as a special subsidiary. The company handles some employee welfare services and office operations efficiency initiatives, contributing to improved workplace conditions for Group employees.」
As a diversity and inclusion initiative, the company established 株式会社Act. in April 2021 and received certification as a special subsidiary. Its role in employee welfare services and improving the efficiency of office operations was also specified. - FY2021AdvancedAnnual report
「Regarding the establishment of two head-office locations, Toranomon (Toranomon Hills Business Tower) and Shinkawa (Sumitomo Twin Building), development has been completed to strengthen communication among employees and achieve efficient and creative ways of working by renewing and improving the working environment, as well as to reduce business continuity risks arising from large-scale natural disasters.」
The completion of the previously planned two-location head-office development was explicitly stated. Specific results related to changes in working styles, including diversity and inclusion, health and productivity management, and Platinum Kurumin certification, were also disclosed. - FY2021-Q3RestatedAnnual report
「We also addressed various issues related to sustainable growth, including changes in working styles and establishing two head-office locations.」
We continue to address changes in working styles and the establishment of two head-office locations as issues related to sustainable growth. - FY2021-Q2RestatedAnnual report
「We also addressed various issues related to sustainable growth, including changes in working styles and establishing two head-office locations.」
We continue to address changes in working styles and the establishment of two head-office locations as issues related to sustainable growth. No new completion results or additional deadlines were disclosed. - FY2021-Q1RestatedAnnual report
「We also addressed various issues related to sustainable growth, including changes in working styles and establishing two head-office locations.」
We continue to address changes in working styles and the establishment of two head-office locations as issues related to sustainable growth. - FY2020AdvancedAnnual report
「Regarding the establishment of two head-office locations, Shinkawa (Sumitomo Twin Building) and Toranomon (Toranomon Hills Business Tower), we steadily advanced preparations to strengthen communication among employees and achieve efficient and creative ways of working by renewing and improving the working environment, promoting collaboration and reducing business continuity risks arising from large-scale natural disasters. We will begin operations at the Toranomon office in May 2020, while redeveloping the Shinkawa office, to create comfortable and creative working environments at both the Toranomon and Shinkawa locations.」
The two-location head-office plan has advanced to the stage of beginning operations in the Toranomon area in May 2020 and redeveloping the Shinkawa area. - FY2020-Q3AdvancedAnnual report
「The Group is carrying out office reorganisation and improvements to the office environment, including establishing two head-office locations in Shinkawa and Toranomon during fiscal 2020. The following newly confirmed capital expenditures during the cumulative period of the third quarter had been undetermined at the end of the previous consolidated fiscal year: Office building (Shinkawa) 562 April 2020 (scheduled start) July 2020 Office building (Toranomon) 3,135 January 2019 April 2020」
The two-location plan for the head-office area, Shinkawa and Toranomon, was made concrete, including capital expenditures and the scheduled start and completion dates of the construction. Shinkawa has a budget of ¥562 million, with construction scheduled to start in April 2020 and be completed in July of the same year. Toranomon has a budget of ¥3,135 million, with construction starting in January 2019 and scheduled for completion in April 2020. - FY2020-Q2Recognition of office development costsAnnual report
「Office development costs 122」
Office development costs of ¥122 million were recorded as an extraordinary loss for the cumulative period of the second quarter. - FY2020-Q1Recognition of office development costsAnnual report
「Office development costs 32」
Office development costs of ¥32 million were recorded as an extraordinary loss for the cumulative period of the first quarter. - FY2019-Q3Recognition of office development costsAnnual report
「Office development costs」
Office development costs of ¥957 million were recorded as an extraordinary loss in the consolidated statement of income for the cumulative period of the current quarter. - FY2018AdvancedAnnual report
「To secure office space to support business growth, promote changes in working styles and address business continuity planning (BCP), we decided to develop offices in the head-office area by spring 2020. Alongside the existing Shinkawa area, we will secure approximately 21,000 m² of office space in the Toranomon area to renew and improve the working environment, while working to achieve more efficient ways of working by strengthening communication among employees and promoting collaboration.」
We decided to develop offices in the head-office area by spring 2020 and secured approximately 21,000 m² in the Toranomon area. We are making concrete plans to establish two locations for changes in working styles and BCP. - FY2017RestatedAnnual report
「Regarding transformation of the way we work, recognizing that responding appropriately to Japan’s declining working-age population and increasing labor mobility is directly linked to maintaining and strengthening our competitiveness and growth potential, we will work to create a company that is easy and rewarding to work for and an attractive place to work by enabling flexible and efficient working styles, establishing an environment where employees can balance work with life events and pursue diverse working styles, and taking other measures. In April this year, we also carried out an organizational reform of our human resources function and will enhance HR systems suited to diverse working styles and a changing labor market, while strengthening our recruiting capabilities.」
Continued the transformation of the way we work, citing flexible working arrangements, support for balancing work and personal commitments, enhancement of HR systems, and stronger recruiting capabilities as initiatives. - FY2016First statedAnnual report
「Regarding transformation of the way we work, recognizing that it is essential for future business growth, we will pursue company-wide initiatives under a newly appointed executive in charge, with the aim of becoming an attractive company where diverse talent can work with vitality.」
An initiative to create a company where diverse talent can work with vitality, led by an executive in charge and pursued across the company.