Development of Next-Generation Management Talent and Workforce Diversity
First written in FY2016. 8 of 14 entries say "Advanced", first in FY2020. Latest entry: 2026-06-19.
2 other companies' latest entry also says "Advanced".
- 2026-06-19AdvancedGovernance
「As of the end of March 2026, diversity within the leadership ranks in terms of gender, nationality and affiliation was 27%.」
Confirmed 27% diversity among the leadership ranks and disclosed results including a 28% ratio of women in management, a 55% ratio of non-Japanese directors and officers at overseas Group subsidiaries, and a 59% localization ratio for management officers at key companies. - FY2026AdvancedAnnual report
「Diversity across gender, nationality and organizational affiliation in the Group's 137 leadership positions, comprising executive officers, executive fellows and Group Executive Managers, progressed steadily to 27% in fiscal 2025. Succession plans have been prepared for the positions on Ready (1-3 years), Next (within 5 years) and Future (within 8 years) timelines, while the company is strengthening the development of a next-generation leadership talent pool and strategic development and appointments.」
The company disclosed 137 leadership positions, up from 128, and gave concrete form to 27% diversity, succession plans based on the Ready, Next and Future time horizons, and strategic development and appointments. - FY2025AdvancedAnnual report
「Diversity across gender, nationality and organizational affiliation in the Ajinomoto Group's 128 leadership positions, comprising executive officers, executive fellows and GEMs, progressed steadily to 25% in fiscal 2024. Succession plans have been prepared for the positions on Ready (1-3 years), Next (within 5 years) and Future (within 8 years) timelines, and the company will continue to strengthen these initiatives.」
The company disclosed 25% diversity across 128 leadership positions, succession plans using the Ready, Next and Future time horizons, and operation by the Talent Committee. - FY2024AdvancedAnnual report
「The percentage of women in management positions is 29% across the Group and 14% at Ajinomoto Co.,Inc. The company is developing the foundation and initiatives to promote women's advancement across the Group, and aims to achieve 40% across the Group and 30% at Ajinomoto Co.,Inc. by fiscal 2030.」
The company disclosed the actual percentage of women in management positions as 29% across the Group and 14% at Ajinomoto Co.,Inc., setting fiscal 2030 targets of 40% and 30%, respectively. It also presented indicators of 21% diversity in the leadership ranks and 30% by 2030. - FY2024-Q2AdvancedAnnual report
「・Leadership diversity 20% (2025) ⇒ 30% (2030) ・Percentage of women in core positions 35% (2025) ⇒ 40% (2030) ・ASV implementation process ES score 80% (2025) ⇒ 85% (2030) ・Health and well-being ES score 85% (2025) ⇒ 90% (2030) ・Percentage of mid-career hires (Ajinomoto Co.,Inc. standalone) 20% (2025) ⇒ 30% (2030) ・Number of employees receiving nutrition education 56,000 (2022) ⇒ 100,000 (2025)」
The company specified KPIs for 2025 and 2030 covering workforce diversity and engagement, health and well-being, mid-career hiring, and nutrition education. - FY2023RaisedAnnual report
「The company will also achieve 30% on 3 diversity indicators in its leadership ranks by 2030. It aims to raise the percentage of women in management positions across the Group from 27% as of the end of March 2023 to 40% by 2030.」
For workforce diversity, the company specified quantitative targets of 30% diversity in the leadership ranks by 2030 and 40% women in management positions across the Group, expanding its previous development and appointment policies. - FY2020AdvancedAnnual report
「The company will strengthen capability development to improve employees' ability to solve food and health issues and enhance their sensitivity, knowledge and capabilities in nutrition, the environment and digital technologies. At the same time, it will standardize across the Group a management approach based on the PDCA cycle, with customer-focused problem solving as an organizational and individual objective.」
The company expanded the next-generation talent and diversity theme to include capabilities for solving food and health issues, developing skills in nutrition, the environment and digital technologies, and group-wide PDCA-based management. - FY2017RaisedAnnual report
「In terms of talent, the company will further promote the development of the next generation of global talent and the appointment of women as managers to build a deep and diverse global talent pool.」
The company expanded its previous focus on developing the next generation of management talent and appointing women to management positions to encompass the creation of a next-generation global talent pool. - FY2017-Q3RestatedAnnual report
「The company will establish systems to accelerate the development of the next generation of management talent, increase diversity by further promoting the appointment of local employees at overseas subsidiaries to executive positions and women to management positions, and build a deep and diverse talent pool.」
The company continues to develop the next generation of management talent, appoint local employees and women, and improve diversity. - FY2017-Q2RestatedAnnual report
「The company will establish systems to accelerate the development of the next generation of management talent, increase diversity by further promoting the appointment of local employees at overseas subsidiaries to executive positions and women to management positions, and build a deep and diverse talent pool.」
The company continues to develop the next generation of management talent, appoint local employees and women, and improve diversity. - FY2017-Q1RestatedAnnual report
「The company will establish systems to accelerate the development of the next generation of management talent, increase diversity by further promoting the appointment of local employees at overseas subsidiaries to executive positions and women to management positions, and build a deep and diverse talent pool.」
The company continues to develop the next generation of management talent, appoint local employees and women, and improve diversity. - FY2016First statedAnnual report
「The company will establish systems to accelerate the development of the next generation of management talent, increase diversity by further promoting the appointment of local employees at overseas subsidiaries to executive positions and women to management positions, and build a deep talent pool.」
The company identified succession development, the appointment of local employees to executive positions, and the appointment of women to management positions as measures to strengthen its talent base.