Workplace environment supporting women’s advancement, work-life balance with childcare, reemployment and other needs
First written in FY2023. 4 of 5 entries say "Advanced", first in FY2024. Latest entry: 2026-08-05.
82 other companies' latest entry also says "Advanced".
- 2026-08-05AdvancedResults presentation materials
「人事評価制度の再設計に着手。教育研修の専任体制を新設し、女性管理職比率20%から40%へ上昇するパイプライン整備も継続。」
人事評価制度の再設計、教育研修の専任体制、女性管理職比率の引上げに向けた人材基盤整備を進めている。 - FY2026AdvancedAnnual report
「As part of our initiatives to promote women’s advancement, we are promoting the appointment of female employees as heads of business sites through functional training and management training, and are developing future managers.」
We continue to promote the appointment of female employees as heads of business sites through functional and management training, while developing future managers. Women accounted for 21.2% of management positions. - FY2025AdvancedAnnual report
「As part of our initiatives to promote women’s advancement, we are promoting the appointment of female employees as heads of business sites through functional training and management training, and are developing future managers.」
We are promoting the appointment of female employees as heads of business sites through functional and management training, while developing future managers. The rate of male employees taking childcare leave was 73.3% in the fiscal year ended March 2025. - FY2024AdvancedAnnual report
「・Expansion of maternity and childcare leave to help female employees avoid leaving the company because of childbirth or childcare Period through which childcare leave may be extended: statutory standard, until age 2; company policy, through the end of the fiscal year in which the child turns 2 Period of reduced working hours after returning to work: statutory standard, until age 3; company policy, until before the child starts elementary school ・To respect employees’ willingness to work, continued employment is offered at the employee’s request until age 70 for regular employees and until age 75 for part-time employees ・The “Welcome Back Program,” a reemployment program that makes it easier for people who once left the company because of a life event to join again」
The company specifies programs supporting continued employment, including extensions of childcare leave, reduced working hours after returning to work, and continued employment until ages 70 and 75. - FY2023First statedAnnual report
「Under our corporate philosophy, “We pursue the happiness of all our employees and their families,” we are working to create an environment in which employees can continue working through various life events. As we have a high proportion of female employees, we have established comprehensive internal programs for maternity leave and childcare leave, particularly to help employees avoid leaving the company because of childbirth or childcare. We have also established programs that respect employees’ willingness to work, including an extended retirement age and the “Welcome Back Program” (reemployment program). We provide financial support to employees working to develop their skills, including subsidies for qualification acquisition costs and incentive payments after qualifications are obtained.」
Initiatives concerning continued employment and employee development, including maternity and childcare leave, an extended retirement age, reemployment and qualification acquisition support, are presented independently for the first time in the sustainability disclosure.