Promoting Diversity Management
First written in FY2016. 4 of 11 entries say "Restated". Latest entry: FY2026.
33 other companies' latest entry also says "Other".
- FY2026Update on diversity and human capital performanceAnnual report
「Percentage of female employees in management positions (%) 12.3 Rate of male employees taking childcare leave (%) 100.0 Gender pay gap (%) All employees 75.3, permanent employees 73.1, part-time and fixed-term employees 79.7」
The company disclosed a 12.3% proportion of management positions held by women, a 100.0% rate of male employees taking childcare leave, and the gender pay gap. Disclosure of human capital-related performance has been updated. - FY2025Disclosure of diversity-related performanceAnnual report
「Percentage of female employees in management positions (%) 11.3 Rate of male employees taking childcare leave (%) 95.5 Gender pay gap (%) All employees 73.6 Permanent employees 72.7 Part-time and fixed-term employees 75.2」
The company disclosed a 11.3% proportion of management positions held by women, a 95.5% rate of male employees taking childcare leave, and the gender pay gap. A separate table also presents a childcare leave uptake rate of 73.7% for fiscal 2024, calculated using a different methodology. - FY2024AdvancedAnnual report
「Rate of male employees taking childcare leave (Percentage of employees who took childcare leave before their child reached 1 year of age) (Note) 2 (Target) At least 80% by fiscal 2025 (Note) 1 100% by fiscal 2030 (Actual) Fiscal 2023 78.1% Annual paid leave utilization rate (Target) 80% by fiscal 2025 (Note) 1 (Actual) Fiscal 2023 81.4%」
The rate of male employees taking childcare leave was 78.1% in fiscal 2023, approaching the target of at least 80% for fiscal 2025. The annual paid leave utilization rate was 81.4%, exceeding the fiscal 2025 target of 80%. The proportion of management positions held by women was 11.1%. - FY2023Disclosure of Female Management Ratio and Other ResultsAnnual report
「Percentage of female employees in management positions (%) 11.6」
Regarding the promotion of diversity, the company disclosed an actual proportion of management positions held by women of 11.6% as of March 2023, shifting from its previous quantitative targets to disclosure of actual results and new non-financial targets. - FY2022RestatedAnnual report
「- Percentage of management positions held by women: 20% (the company, by 2023) - Average total actual working hours: 1,800 hours (the company, by 2023)」
The company continues to pursue targets of a 20% proportion of management positions held by women and average total actual working hours of 1,800 hours by 2023. - FY2021RestatedAnnual report
「• Promoting diversity - Percentage of management positions held by women: 20% (the company, by 2023) - Average total actual working hours: 1,800 hours (the company, by 2023)」
The company has reiterated its non-financial targets of achieving a 20% proportion of management positions held by women and average total actual working hours of 1,800 hours by 2023. - FY2020RaisedAnnual report
「• Promoting diversity - Percentage of management positions held by women: 20% (the company, by 2023) - Average total actual working hours: 1,800 hours (the company, by 2023)」
For the promotion of diversity, the company newly presented quantitative non-financial targets of a 20% proportion of management positions held by women and average total actual working hours of 1,800 hours by 2023. - FY2019RestatedAnnual report
「With regard to diversity management, which the company positions as one of its important management strategies, it will work to create an environment in which diverse personnel can thrive with a sense of initiative, including by promoting work-style transformation.」
The company positions diversity management as an important management strategy and continues to create an environment through work-style transformation. - FY2018RestatedAnnual report
「With regard to diversity management, which the company positions as one of its important management strategies, it will work to create an environment in which diverse personnel can thrive with a sense of initiative, including by promoting work-style transformation.」
The company positions diversity management as an important management strategy and continues to create an enabling environment through work-style transformation. - FY2017ReframedAnnual report
「With regard to diversity management, which the company positions as one of its important management strategies for achieving sustainable growth, it will work to create an environment in which diverse personnel can thrive, including by promoting work-style transformation.」
Diversity management is continuing, but the wording has shifted from the previous “specific targets” to a focus on work-style transformation. - FY2016First statedAnnual report
「With regard to diversity management, which the company positions as one of its important management strategies for achieving sustainable growth, it will set specific targets such as the S&B Positive Action initiative and actively promote measures including the creation of an environment in which diverse personnel can thrive.」
The company has set specific targets such as the S&B Positive Action initiative and established an environment in which diverse personnel can thrive, but no figures or deadlines are stated.