Improving Female Employees' Length of Service and the Proportion of Women in Management
First written in FY2016. 5 of 12 entries say "Advanced", first in FY2018. Latest entry: FY2026.
0 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Percentage of women among managers 30% by the end of March 2030 15.2% in fiscal 2023 20.0% in fiscal 2024 22.0% in fiscal 2025」
The percentage of women in management rose to 22.0%, and progress toward the target of 30% by the end of March 2030 was disclosed. Measures including training and mentoring for prospective female managers were also specified. - FY2025RaisedAnnual report
「Percentage of women among managers 30% by the end of March 2030 15.0% in fiscal 2022 15.2% in fiscal 2023 20.0% in fiscal 2024」
The target for the percentage of women in management was raised from 18% by the end of March 2024 to 30% by the end of March 2030. The fiscal 2024 result was 20.0%. - FY2023RaisedAnnual report
「Percentage of women among managers 18% by the end of March 2024 13.8% in fiscal 2020 14.8% in fiscal 2021 15.0% in fiscal 2022」
For the percentage of women in management, a target of 18% by the end of March 2024 was set, replacing the previous target of at least 15%. The fiscal 2022 result was 15.0%. - FY2020AdvancedAnnual report
「March Nadeshiko Brand (selected for the first time) Ministry of Economy, Trade and Industry Tokyo Stock Exchange」
As external recognition of our efforts to promote women's advancement, we were selected for the Nadeshiko Brand for the first time. - FY2019AdvancedAnnual report
「As part of our diversity and inclusion initiatives, we formulated an action plan under the Act on Advancement of Measures to Support Raising Next-Generation Children and are promoting women's advancement. In May, we held a forum where employees raising children could consider their own working arrangements. In August, we were certified as a company supporting childcare and obtained the Kurumin Mark, the certification mark for companies supporting the development of the next generation.」
Based on the action plan for women's advancement and childcare support, a forum was held for employees and Kurumin certification was obtained. - FY2019-Q2AdvancedAnnual report
「As part of our diversity and inclusion initiatives and efforts to promote women's advancement, we formulated an action plan for childcare support under the Act on Advancement of Measures to Support Raising Next-Generation Children, and have been developing an employment environment that enables employees to balance work and childcare. We aim to realize working arrangements focused on work-life balance. In August, we were certified by the Ministry of Health, Labour and Welfare as a company supporting childcare and obtained the Kurumin Mark, the certification mark for companies supporting the development of the next generation.」
An action plan for childcare support was formulated, and certification for the Kurumin Mark was obtained from the Ministry of Health, Labour and Welfare. - FY2018AdvancedAnnual report
「As a result of continuing to support career planning so that women can balance life events with career development, the turnover rate among female employees has been trending down for 3 consecutive years.」
It was reported that the turnover rate among female employees had been trending down for 3 consecutive years as a result of measures to promote women's advancement. - FY2018-Q1RestatedAnnual report
「Regarding the securing and development of human resources to support an organization capable of sustained growth, we are actively creating an environment that enables diverse and flexible working arrangements, including measures to promote the advancement of women and seniors, support for balancing work with childcare and nursing care, and a permanent employment system limited to specified work locations. We aim to build an organization in which individuals can balance a sense of purpose in life with a sense of fulfillment at work.」
Measures to promote women's advancement and related initiatives continue to be presented, but this filing does not reiterate the numerical targets of at least 0.7 for the ratio of women's length of service and at least 15% for the percentage of women in management. - FY2017RestatedAnnual report
「Regarding the securing and development of human resources to support an organization capable of sustained growth, we are actively creating an environment that enables diverse and flexible working arrangements, including measures to promote the advancement of women and seniors, support for balancing work with childcare and nursing care, and a permanent employment system limited to specified work locations. We aim to build an organization in which individuals can balance a sense of purpose in life with a sense of fulfillment at work.」
Measures to promote women's advancement and related initiatives continue to be presented, but no updated numerical targets for the ratio of women's length of service or the percentage of women in management are stated. - FY2017-Q3RestatedAnnual report
「Regarding the recruitment and development of human resources to build an organization capable of sustainable growth, we have positioned the promotion of diversity as a key management strategy. We are introducing career design training for women, building networks for employees raising children and encouraging men to take childcare leave, while actively creating an environment that enables diverse and flexible working styles so that each employee can manage work and life.」
Although the numerical targets for women's advancement have not themselves been reiterated, measures for women-focused training, childcare support and flexible working arrangements continue to be presented. - FY2017-Q1RestatedAnnual report
「Under the action plan for general business operators pursuant to the Act on Promotion of Women's Participation and Advancement in the Workplace, we set the following 2 targets, with a deadline of 31 March 2018: ① Increase the ratio of women's length of service to men's to at least 0.7. ② Raise the percentage of women among managers at department-manager level or above to at least 15%.」
The targets for the deadline, the ratio of women's length of service to men's, and the percentage of women in management have been reiterated with the same content. - FY2016First statedAnnual report
「Under the action plan for general business operators pursuant to the Act on Promotion of Women's Participation and Advancement in the Workplace, we set the following 2 targets, with a deadline of 31 March 2018: ① Increase the ratio of women's length of service to men's to at least 0.7. ② Raise the percentage of women among managers at department-manager level or above to at least 15%.」
An action plan for women's advancement with deadlines and numerical targets has been disclosed.