Human Capital KPIs (including Female Managers and Male Employees Taking Parental Leave)
First written in FY2024. . Latest entry: FY2026.
13 other companies' latest entry also says "Other".
- FY2026Updated deadlines and levels for human capital KPI targetsAnnual report
「Metrics and Targets Metric Target Actual (fiscal year ended February 2026) Percentage of women among managers By the end of the fiscal year ending February 2028 15.0% 14.3% Percentage of male employees taking parental leave By the end of the fiscal year ending February 2028 100.0% 33.3% Gender pay gap among regular employees The company will promote the appointment of female regular employees to internal positions and work to eliminate the pay gap. 76.1%」
The target for the percentage of female managers was updated from 12.0% by the end of the fiscal year ending February 2026 to 15.0% by the end of the fiscal year ending February 2028, and the deadline for the 100% target for male employees taking parental leave was also moved to the end of the fiscal year ending February 2028. Actual figures for the fiscal year ended February 2026 were 14.3% for the percentage of female managers, 33.3% for the percentage of male employees taking parental leave, and 76.1% for the gender pay gap. - FY2025Update to Annual Human Capital KPI ResultsAnnual report
「Percentage of women among managers By the end of the fiscal year ending February 2026 12.0% 11.8% Percentage of male employees taking parental leave By the end of the fiscal year ending February 2026 100.0% 47.4% Gender pay gap among regular employees The company will promote the appointment of female regular employees to internal positions and work to eliminate the pay gap. 74.2%」
Actual figures were updated to 11.8% for the percentage of female managers, 47.4% for the percentage of male employees taking parental leave, and 74.2% for the gender pay gap among regular employees. The targets for the end of the fiscal year ending February 2026 were maintained. - FY2024First statedAnnual report
「Percentage of women among managers 12.0% by the end of the fiscal year ending February 2026 11.5% Percentage of male employees taking parental leave 100.0% by the end of the fiscal year ending February 2026 51.7% Gender pay gap among regular employees The company will promote the appointment of female regular employees to internal positions and work to eliminate the pay gap. 71.0%」
The company set targets of 12.0% for the percentage of female managers and 100.0% for the percentage of male employees taking parental leave by the end of the fiscal year ending February 2026. Regarding the gender pay gap among regular employees, it stated its policy of promoting the appointment of female regular employees to internal positions to eliminate the gap, and disclosed the actual figure for the fiscal year ended February 2024.