Talent Acquisition, Training Investment, and Creating an Environment That Supports a Diverse Workforce
First written in FY2016. 5 of 9 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
81 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Promotion status of management candidates Number promoted Every year 150 people 293 people Number of specialists Number of specialists Increase of 200 people (versus fiscal 2023) 2030 200 people increase (467 people) Increase of 116 people (383 people) Engagement score Employee engagement Total score 2030 70 or higher 66」
As human capital indicators, the company disclosed 293 promotions, 383 specialists (an increase of 116 versus fiscal 2023), and an engagement score of 66. The development of next-generation leaders and specialist talent, together with monitoring of the organisational climate, has been quantified. - FY2025AdvancedAnnual report
「Share of female employees in management positions (section-manager level and above): 30% or more by 31 March 2030; actual 11.0%. Share of female employees: 30% or more by 31 March 2030; actual 21.6%. Employment rate of people with disabilities: achievement of the statutory employment rate; 2.5% or more; actual 2.87%. Percentage of male employees taking childcare leave: target achieved, to be maintained thereafter; 50% or more; actual 56.6%. Percentage of female employees taking childcare leave: target achieved, to be maintained thereafter; 80% or more; actual 117.9%.」
The company updated its targets and results as of the end of March 2025 for the percentages of female managers and female employees, the employment rate of people with disabilities, and childcare leave uptake. It has also specified initiatives such as career support, flexible working arrangements, and a same-sex partnership制度. - FY2024AdvancedAnnual report
「Share of female employees in management positions (section-manager level and above): 30% or more by 31 March 2030; actual 7.3%. Share of female employees: 30% or more by 31 March 2030; actual 21.6%. Employment rate of people with disabilities: achievement of the statutory employment rate; 2.5% or more; actual 2.54%. Percentage of male employees taking childcare leave: target achieved, to be maintained thereafter; 50% or more; actual 57.6%. Percentage of female employees taking childcare leave: target achieved, to be maintained thereafter; 80% or more; actual 103.0%. Regular health checkup attendance rate: 100% by 31 March 2025; actual 99.1%. Stress check participation rate: 100% by 31 March 2025; actual 94.9%. Average overtime hours: 10 hours or less by 31 March 2025; actual 13.5 hours.」
In addition to its existing initiatives involving talent acquisition, investment in training, and development of an environment supporting a diverse workforce, the company disclosed deadlines, numerical targets, and actual results for the percentage of female managers, childcare leave, employment of people with disabilities, health checkups, stress checks, and overtime hours. - FY2022RestatedAnnual report
「To implement the strategies described under each item, we will continue to promote the acquisition of talent and the effective deployment of talent through investment in training. In addition, sustainable growth and development require respect for the individuality and values of each employee and an environment in which they can fully demonstrate their individuality and capabilities. We will therefore continue to develop an environment that supports a diverse workforce.」
The acquisition of talent, investment in training, and development of an environment in which employees can demonstrate their individuality and capabilities continue as initiatives for implementing the strategy and achieving sustainable growth. - FY2021RestatedAnnual report
「We will continue to promote the acquisition of talent and the effective deployment of talent through investment in training.」
The acquisition of talent, investment in training, and development of an environment supporting a diverse workforce continue as initiatives for implementing the strategy and achieving sustainable growth. - FY2020RestatedAnnual report
「To implement the strategies described under each item, we will continue to promote the acquisition of talent and the effective deployment of talent through investment in training. In addition, sustainable growth and development require respect for the individuality and values of each employee and an environment in which they can fully demonstrate their individuality and capabilities. We will therefore continue to develop an environment that supports a diverse workforce.」
The acquisition of talent, investment in training, and development of an environment supporting a diverse workforce are ongoing. - FY2019RestatedAnnual report
「To implement the strategies described under each item, we will continue to promote the acquisition of talent and the effective deployment of talent through investment in training. In addition, sustainable growth and development require respect for the individuality and values of each employee and an environment in which they can fully demonstrate their individuality and capabilities. We will therefore continue to develop an environment that supports a diverse workforce.」
The acquisition of talent, investment in training, and development of an environment supporting a diverse workforce continue to be initiatives for implementing the strategy. - FY2017RestatedAnnual report
「The company will continue to promote talent acquisition through appropriate cost allocation and the utilisation of personnel through investment in training. In addition, because achieving sustainable corporate growth and development requires respecting each employee’s individuality and values and enabling them to maximise their individuality and abilities, the company will develop an environment that supports diverse workers.」
The company reaffirms talent acquisition, investment in training, and the development of an environment supporting diverse workers as measures for implementing its strategy and achieving sustainable growth. - FY2016First statedAnnual report
「To implement the strategies described in each area, the company will continue to promote talent acquisition through appropriate cost allocation and the utilisation of personnel through investment in training. In addition, because achieving sustainable corporate growth and development requires respecting each employee’s individuality and values and enabling them to maximise their individuality and abilities, the company will develop an environment that supports diverse workers.」
The company regards talent acquisition, investment in training, and the development of an environment that respects individuality and values as growth initiatives.