Action Plans and Human Capital Metrics for Women's Advancement and Work-Life Balance
First written in FY2023. 1 of 2 entries say "Advanced", first in FY2026. Latest entry: FY2026.
86 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「女性管理職比率 ・2026年度 10％ 3.9％ 4.5％ 男女育児休業取得率 ・2026年度 50％ 62.2％ 59.8％」
女性管理職比率は前年度3.9％から4.5％へ上昇し、2026年度10％目標に対する進捗が更新された。男性育児休業取得率は59.8％となり、目標50％を上回る実績が示された。 - FY2023First statedAnnual report
「We formulated the fourth action plan under the Act on Promotion of Women's Participation and Advancement in the Workplace, covering May 2023 to April 2027, and are pursuing initiatives to advance women. We provide opportunities for female employees to reconsider and develop their career and life plans so that they can fully demonstrate their abilities and play a greater role. By providing education for women by organizational level, we are working to improve motivation and retention, support work-family balance and develop managers.」
Discloses the fourth action plan for May 2023-April 2027, education for women by organizational level, work-family support and management development. The proportion of female managers was 3.3%, and the male childcare-leave uptake rate was 32.3%.