Development and Appointment of Women to Management Positions
First written in FY2016. 2 of 7 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2026: 7 of 51 companies on the "Worse" side.
2 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「In the current fiscal year, the proportion of women in management rose to 5.4% on a non-consolidated basis, achieving the 4.5% target set under Medium-Term Management Plan 2026. To promote further progress, the Company established a new target of 10% on a consolidated basis for the proportion of women in management under Medium-Term Management Plan 2030 and is strengthening efforts across the Group.」
The company achieved its 4.5% target for the proportion of women in management positions and raised its next target to 10% on a consolidated basis by the fiscal year ending March 2030. - FY2025AdvancedAnnual report
「The company set a target of 4.5% for the proportion of women in management positions at section-manager level or above by the fiscal year ending March 2026, the final year of Medium-Term Management Plan 2026, and is continuing to pursue initiatives actively to establish systems and an environment in which employees can remain motivated and continue working for the long term. The number of female employees at assistant-manager level, who represent the candidate generation for section-manager positions, is increasing, and the proportion of women among new graduate hires for career-track positions has remained at 40% or higher.」
The proportion of women in management positions was 3.2% in the fiscal year ended March 2025, 4.9% as of April 2025, and 11.8% at assistant-manager level, while women accounted for 56.6% of new graduate hires for career-track positions. The company reported progress in hiring and development toward its target of 4.5% for the fiscal year ending March 2026. - FY2024AdvancedAnnual report
「The company set a target of 4.5% for the proportion of women in management positions at section-manager level or above by the fiscal year ending March 2026, the final year of Medium-Term Management Plan 2026, and is continuing to pursue initiatives actively to establish systems and an environment in which employees can remain motivated and continue working for the long term. The number of female employees at assistant-manager level, who represent the candidate generation for section-manager positions, is increasing, and the proportion of women among new graduate hires for career-track positions has remained at 40% or higher since fiscal 2021.」
The company continues to target a 4.5% proportion of women in management positions in the fiscal year ending March 2026 and reports progress in increasing the number of female employees at assistant-manager level, maintaining the proportion of women among new graduate hires for career-track positions at 40% or higher, the A&J Project and the second-level Eruboshi certification. - FY2022RaisedAnnual report
「As part of its diversity initiatives, the company identified “promotion of women's participation” as a priority and set a target of 4.5% for the proportion of women in management positions at section-manager level or above in the fiscal year ending March 2026, the final year of its next medium-term management plan. Since 2022, it has conducted interviews with female employees in each area via Zoom to develop systems and an environment in which all employees can remain motivated and continue working for the long term, and plans to translate these efforts into specific measures.」
The company has given its existing policy of developing and appointing women to management positions a specific target of 4.5% for women at section-manager level or above in the fiscal year ending March 2026, with a defined deadline and numerical target, and began interviewing female employees in 2022. - FY2021-Q2RestatedAnnual report
「CSR Activities ① Aiming to be a fulfilling company for employees: improving the proportion of women in management positions」
The company has reiterated improving the proportion of women in management positions as an indicator of its CSR activities aimed at becoming a fulfilling company for employees. - FY2020RestatedAnnual report
「To support women in their careers, the Company is considering expanding programs covering pregnancy, childbirth and childcare, increasing the proportion of women hired for career-track positions to increase the number of women in management, and providing career training.」
To increase the number of women in management positions, the company has specified as matters for consideration measures supporting work-life balance, a higher proportion of female hires and career training. - FY2016First statedAnnual report
「Development and Appointment of Women to Management Positions」
No specific headcount, ratio or deadline is stated.