Achieving Diverse Work Styles and Higher Productivity
First written in FY2018-Q1. 8 of 13 entries say "Advanced", first in FY2018. Latest entry: 2026-07-14.
43 other companies' latest entry also says "Advanced".
- 2026-07-14AdvancedEarnings presentation
「We created opportunities for dialogue between management and employees to identify workplace issues and areas for improvement, and launched various projects to address them.」
Specified dialogue through town hall meetings and the launch of projects to visualize and address organizational issues. - FY2025AdvancedAnnual report
「We will also focus on developing core talent responsible for managing the Group and support sustainable growth and development by developing leaders who are willing to embrace change and take on challenges.」
It clearly adds the development of core talent responsible for managing the Group and leaders who can take on challenges in response to change to its human capital policy. - FY2024AdvancedAnnual report
「The 3 pillars are “Promoting DE&I,” “Promoting employee well-being” and “Developing talent that enhances corporate value.”」
It organizes its human capital policy around 3 pillars and presents specific measures, including a specialist department, work-and-family support, the CHO and health office, HRBP and training by employee level. Consolidated results were a 20.8% percentage of women in management, a 66.7% rate of men taking childcare leave and an 80.9% gender pay gap. - FY2023AdvancedAnnual report
「The Group uses the following indicators for the policies on human resources development, including ensuring workforce diversity, and on creating an internal work environment, as described above under “① Strategy.”」
It organizes its human capital policies around 3 pillars—diversity, well-being and human resources development—and discloses consolidated and individual-company targets and results for the percentage of women in management, the rate of men taking childcare leave and the gender pay gap. - FY2022AdvancedAnnual report
「The Group believes that creating an environment in which diverse talent can play an active role over the long term is important for strengthening corporate competitiveness. To enable all employees to work for many years with peace of mind, we are focusing on creating a supportive environment through measures to reduce employee turnover, including job rotations based on our new graduate development program and a career challenge program, a 100% incentive contribution to the employee stock ownership plan, under which the Company provides an incentive equal to the amount contributed, and use of our boomerang program, which enables former employees to return to the company.」
As diversity initiatives, it sets out specific measures to reduce employee turnover, including the career challenge program, a 100% incentive contribution to the employee stock ownership plan and the boomerang program. - FY2021AdvancedAnnual report
「To enable all employees to work for many years with peace of mind, we are gradually introducing personnel systems tailored to the characteristics of each Group company. We are also focusing on creating a supportive environment through measures to reduce employee turnover, including job rotations based on our new graduate development program, a 100% incentive contribution to the employee stock ownership plan, under which the Company provides an incentive equal to the amount contributed, and use of our boomerang program, which enables former employees to return to the company.」
As specific measures to support diverse ways of working and employee retention, it identifies personnel systems for each Group company, job rotations, a 100% incentive contribution to the employee stock ownership plan and the boomerang program. - FY2020AdvancedAnnual report
「To enable all employees to work for many years with peace of mind, we are gradually introducing personnel systems tailored to the characteristics of each Group company. We are also focusing on creating a supportive environment through measures to reduce employee turnover, including job rotations based on our new graduate development program, and by using our boomerang program, which enables former employees to return to the company.」
As specific measures for diversity and diverse ways of working, it identifies personnel systems for each Group company, job rotations and the boomerang program. - FY2019RestatedAnnual report
「With respect to promoting diversity, we established a specialist department and advanced the digitalization of internal operations, among other measures, and achieved a certain level of progress in realizing diverse ways of working and higher productivity.」
It reiterates that establishing a specialist department and digitalizing internal operations produced a certain level of results in promoting diverse ways of working and higher productivity. - FY2019-Q1DroppedAnnual report
「In the current consolidated fiscal year, we intend to advance our business under the following 3 basic policies to promote balanced portfolio management that is resilient to changes in the operating environment: ① building a stable earnings base, ② capturing new revenue opportunities, and ③ increasing IT investment.」
The former third item of the basic policy, “Achieving diverse ways of working and higher productivity,” is not included in this filing and has been replaced by “Expanding IT investment.” - FY2018AdvancedAnnual report
「During the consolidated fiscal year, … with respect to promoting diversity, we established a specialist department and advanced the digitalization of internal operations, among other measures, and achieved a certain level of progress in realizing diverse ways of working and higher productivity.」
It states that establishing a specialist department and digitalizing internal operations produced a certain level of results in promoting diverse ways of working and higher productivity. - FY2018-Q3RestatedAnnual report
「③ Achieving diverse ways of working and higher productivity」
It reiterates achieving diverse ways of working and higher productivity as the third item in its basic policy. - FY2018-Q2RestatedAnnual report
「③ Achieving diverse ways of working and higher productivity」
It reiterates achieving diverse ways of working and higher productivity as the third item in its basic policy. - FY2018-Q1First statedAnnual report
「③ Achieving diverse ways of working and higher productivity」
As the third item in its new basic policy, the Group explicitly states for the first time its aim of achieving diverse ways of working and higher productivity.