Targets for Developing Executive Candidates, Paid Leave Utilization, Women’s Representation, and Attrition Among Younger Employees
First written in FY2023. . Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
43 other companies' latest entry also says "Other".
- FY2026Update to the benchmark for paid leave utilizationAnnual report
「・As an indicator of the internal environment, increase the paid leave utilization rate from 55.5% to at least 60%」
The company updated the benchmark for paid leave utilization from the previous 54.8% to 55.5% and maintains the target of at least 60%. Other human capital targets also remain in place. - FY2025Update to human capital target benchmarksAnnual report
「・To strengthen the management ranks, develop at least 1 executive candidate annually at each business location ・As an indicator of the internal environment, increase the paid leave utilization rate from 54.8% to at least 60% ・Increase the proportion of female employees from 25% to at least 30% ・To improve retention among younger employees, reduce the turnover rate within 3 years of joining the company to 33% or less, regardless of whether employees are new graduates or experienced hires」
The company updated the benchmark for paid leave utilization from 54.3% to 54.8% and the benchmark for female employee representation from 24% to 25%. It maintains the targets of at least 1 candidate annually at each location, paid leave utilization of at least 60%, female representation of at least 30%, and a turnover rate within 3 years of joining of 33% or less. - FY2024Update to the benchmark for paid leave utilizationAnnual report
「・As an indicator of the internal environment, increase the paid leave utilization rate from 54.3% to at least 60%」
The company states that the current paid leave utilization rate is 54.3% and maintains the target of at least 60%. - FY2023First statedAnnual report
「・To strengthen the management ranks, develop at least 1 executive candidate annually at each business location ・As an indicator of the internal environment, increase the paid leave utilization rate from 56% to at least 60% ・Increase the proportion of female employees from 24% to at least 30% ・To improve retention among younger employees, reduce the turnover rate within 3 years of joining the company from 46% to 33% or less, regardless of whether employees are new graduates or experienced hires」
For human capital, the company has for the first time established numerical targets of developing at least 1 executive candidate annually at each location, a paid leave utilization rate of at least 60%, female employee representation of at least 30%, and a turnover rate within 3 years of joining of 33% or less.