Diversity & Inclusion and Promotion of Women’s Advancement
First written in FY2023. 1 of 2 entries say "Advanced", first in FY2026. Latest entry: FY2026.
The whole theme swung hardest in 2019: 2 of 9 companies on the "Worse" side.
64 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「For the consolidated fiscal year, women accounted for 47.1% of employees, women accounted for 34.7% of management, and the gender pay gap was 90.2%. Going forward, the company aims to achieve further improvement and has set a 50% women-in-management target by fiscal 2030 as a medium- to long-term goal.」
The company disclosed a 34.7% women-in-management ratio and set a medium- to long-term target of 50% by fiscal 2030. Diverse work arrangements, career development support and human resources system reforms were identified as measures to achieve this. - FY2023First statedAnnual report
「The Company aims to contribute to the development of the Company and, more broadly, the food-service and service industries by creating opportunities and developing an environment in which diverse talent can thrive, while also developing food-service professionals.」
Diversity and inclusion was identified as a key human capital issue, with diverse work arrangements and ongoing support for women's career development set as priorities. The percentage of women in management was disclosed as 34.2%, while the gender pay gap was 93.6% for all employees, 87.1% for permanent employees and 100% for part-time and contract employees.