S-Pool (2471) · TargetUpdated Human Capital Metric Results
Human Capital: Diversity, Parental Leave and Gender Pay Gap Targets for the Fiscal Year Ending November 2025
First written in FY2023. . Latest entry: FY2025.
3entries
3years
0from disclosures
How it moved
Same theme, other companies
Target Management for Women in Management, Male Parental Leave and the Gender Pay GapA theme 34 companies write about · 0 as a headwind · 34 as a tailwind
13 other companies' latest entry also says "Other".
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Showing 14 of the 34 companies compared. The sentences above are computed from all 34.Full recordFilings, disclosures and news, newest first
- FY2025Updated Human Capital Metric ResultsAnnual report
「Percentage of women among managers 30.0 18.1 Percentage of male employees taking parental leave 100.0 84.2 Gender pay gap 80.0 Maintain or higher 78.0」
The company maintained its targets for the fiscal year ending November 2025 and updated its consolidated results to a 18.1% proportion of female managers, an 84.2% parental leave uptake rate among male employees, and a 78.0% gender pay gap. - FY2024Updated Human Capital Metric ResultsAnnual report
「Percentage of women among managers 30.0 20.8 Percentage of male employees taking parental leave 100.0 66.7 Gender pay gap 80.0 Maintain or higher 80.9」
The company maintained its targets for the fiscal year ending November 2025 and updated its consolidated results to a 20.8% proportion of female managers, a 66.7% parental leave uptake rate among male employees, and an 80.9% gender pay gap. - FY2023First statedAnnual report
「Consolidated Percentage of women among managers Target (fiscal year ending November 2025): 30.0 Actual (current consolidated fiscal year): 21.2 Percentage of male employees taking parental leave Target: 100.0 Actual: 58.3 Gender pay gap Maintain at 80.0 or higher Actual: 83.7」
For the consolidated group, the company disclosed for the first time its targets for the fiscal year ending November 2025: a 30% proportion of female managers, a 100% parental leave uptake rate among male employees, and maintaining the gender pay gap at 80% or higher.