Promoting Women’s Advancement and Increasing the Number of Women in Management
First written in FY2016. 2 of 8 entries say "Advanced", first in FY2022. Latest entry: 2026-06-30.
The whole theme swung hardest in 2025: 2 of 13 companies on the "Worse" side.
0 other companies' latest entry also says "Cited as achieved".
- 2026-06-30Cited as achievedGovernance
「女性課長比率：20％程度（2026 年度目標）/ 8.2%（2026 年 3 月末時点）」
女性課長比率の2026年度目標20％程度と、2026年3月末時点の実績8.2％を開示している。 - FY2026Reported stalled progress in the percentage of women in section manager positions.Annual report
「While the number of employees taking on significant responsibilities is steadily increasing, including female employees with experience as section managers being appointed as department managers or heads of overseas offices, the increase in newly appointed section managers has slowed, and the rise in the percentage of women in section manager positions has stalled.」
While maintaining targets of approximately 20% women in section manager positions and approximately 50% in the 2030s, we stated that progress in increasing the percentage had stalled and are expanding the pipeline through earlier promotion of employees in their 30s and external recruitment. - FY2025AdvancedAnnual report
「The percentage of women in section manager positions was 10% as of 31 March 2025, against a target of approximately 20% for fiscal 2026.」
The actual percentage of women in section manager positions was disclosed as 10%. Toward the targets of approximately 20% in fiscal 2026 and approximately 50% in the 2030s, we are establishing a committee to promote women's advancement and advancing career support. - FY2024RaisedAnnual report
「By the final year of the Medium-Term Management Plan 2026, we will raise the percentage of women among section managers to approximately 20%, and in the 2030s we will raise it further to approximately 50%.」
The percentage of women in section manager positions reached 12%, exceeding the fiscal 2023 target of at least 10%. The targets were expanded to approximately 20% in the final year of the Medium-Term Management Plan 2026 and approximately 50% in the 2030s. - FY2023RaisedAnnual report
「The target of 40% for the percentage of female career-track employees with overseas or domestic secondment experience in fiscal 2023 was achieved ahead of schedule in fiscal 2022 (42% as of 31 March 2023; the fiscal 2023 KPI was revised upward to 50%).」
The percentage of female career-track employees with secondment experience reached 42%, exceeding the previous fiscal 2023 target of 40% ahead of schedule, and the fiscal 2023 KPI was raised to 50%. - FY2022AdvancedAnnual report
「We are working to create an environment in which women routinely play active roles, with a medium- to long-term goal of women accounting for approximately 50% of employees in the 2030s. In addition to setting a KPI of 40% for the percentage of female career-track employees with overseas or domestic secondment experience in fiscal 2023, we have also set targets for the percentage of women in section manager positions and other measures.」
New targets were set, including approximately 50% women among employees and 40% of female career-track employees with secondment experience in fiscal 2023. The target for the percentage of women in section manager positions for fiscal 2023 was achieved ahead of schedule at an actual 10.5%. - FY2020RestatedAnnual report
「From a medium- to long-term perspective, we are implementing various measures to promote the advancement of female employees, including women in management positions, by setting action plans and numerical targets, improving the workplace environment through systems supporting the compatibility of work and childcare, and raising awareness among employees, including supervisors and the employees themselves.」
We continue to implement action plans, numerical targets and workplace improvements to promote the advancement of women, including women in management positions. - FY2016First statedAnnual report
「We have set increasing the percentage of women hired into new-graduate career-track positions and increasing the number of women in management positions as specific targets to be achieved by the end of fiscal 2020.」
Measures include improving the workplace environment, raising awareness among supervisors, and enhancing female employees' career awareness.