Sustainability initiatives through diversity, solutions to regional issues, and ESG investment
First written in FY2022. 3 of 5 entries say "Advanced", first in FY2023. Latest entry: FY2026.
6 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Target 1: Percentage of female employees in management positions (section manager or above): at least 20% by March 2029. Target 2: Parental leave take-up rate: 100% for women, at least 1 man.」
The company specified a deadline of March 2029 for its target for the percentage of women in management positions and disclosed the fiscal-year results: 16.2% of employees in management positions were women, the parental leave take-up rate was 100.0% for women, and 50.0% for men. - FY2025Disclosure of actual human-capital metricsAnnual report
「Percentage of women in management positions: 15.00% Parental leave take-up rate among female employees: 100.0% Parental leave take-up rate among male employees: 0.0%」
While setting targets of at least 20% women in management positions, a 100% parental leave take-up rate for women, and at least 1 man taking parental leave as part of its human capital objectives, the company disclosed the fiscal-year results: 15.00% women in management positions, a 100.0% parental leave take-up rate for women, and a 0.0% parental leave take-up rate for men. - FY2024AdvancedAnnual report
「Percentage of women in management positions: 11.4% Parental leave take-up rate among female employees: 100.0% Parental leave take-up rate among male employees: 50.0%」
Under its policy of identifying strengthening human capital as its most important issue, the company disclosed its results for the fiscal year for the percentage of women in management positions and parental leave take-up rates for women and men. The previously stated targets are at least 20% women in management positions, a 100% parental leave take-up rate for women, and at least 1 man taking parental leave. - FY2023AdvancedAnnual report
「As part of its sustainability initiatives, the company is pursuing an "approach to solving social issues" and "promoting diversity management and improving the work environment." Indicators and targets: As stated above, the company identifies strengthening human capital as its most important sustainability issue. Target 1: Percentage of women in management positions (section manager or above): at least 20%. Target 2: Parental leave take-up rate: 100% for women, at least 1 man.」
The company has organized its previous initiatives in diversity, local issues, and ESG investment under a sustainability policy that identifies strengthening human capital as its most important issue, and has disclosed for the first time the following indicators and targets: at least 20% women in management positions, a 100% parental leave take-up rate for women, and at least 1 man taking parental leave. - FY2022First statedAnnual report
「The company has been pursuing the goals of "promoting diversity management and improving the work environment" and "approaches to solving social issues." It was also certified under the Yokohama Good Balance Award, which recognizes companies actively creating workplaces where everyone can work comfortably to promote women's participation and work-life balance in Yokohama. In addition to reporting and disseminating information on local issues through its publications, the company invested in green bonds issued by Kanagawa Prefecture and Kawasaki City, as well as JICA gender bonds, as ESG investments. It will continue working to contribute to the sustainable development of local communities.」
For the first time, the company explicitly presented diversity management, improvements to the work environment, dissemination of information on local issues, certification under the Yokohama Good Balance Award, and investment in green bonds and gender bonds as a single sustainability initiative.