Metrics and Targets for Women in Management, the Gender Pay Gap, and Men’s Childcare Leave Uptake
First written in FY2024. 2 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
9 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Metric Target Target year Actual for the current fiscal year Proportion of women in management 25.0% FY2028 25.0% Gender pay gap (regular employees) 80.0% FY2028 79.0% Men's parental leave uptake 10.0% FY2027 50.0%」
The Company disclosed current-year actual results of 25.0% for the proportion of women in management, 79.0% for the gender pay gap among regular employees and 50.0% for men's parental leave uptake. The proportion of women in management was at the same level as the FY2028 target. - FY2025AdvancedAnnual report
「Proportion of women in management 25.0% FY2028 23.1% Gender pay gap (regular employees) 80.0% FY2028 75.6% Men's parental leave uptake 10.0% FY2027 — * No applicable employees」
The Company set FY2028 targets of 25.0% for the proportion of women in management and 80.0% for the gender pay gap among regular employees, for which targets had been scheduled to be set in the previous year. It also disclosed a target of 10.0% for men's parental leave uptake and FY2027 as the target year for achievement. - FY2024First statedAnnual report
「Proportion of women in management: Not set (scheduled to be set by February 2025) 21.2% Gender pay gap (regular employees): Not set (scheduled to be set by February 2025) 73.7% Men's parental leave uptake: 10% 40%」
The Company disclosed actual results for the proportion of women in management, the gender pay gap among regular employees and men's parental leave uptake, and for the first time presented a target of 10% for men's parental leave uptake and plans to set targets for the first two metrics by February 2025.