Strengthening Organizational and Human Resources Capabilities and Promoting Diversity
First written in FY2016. 6 of 9 entries say "Advanced", first in FY2017. Latest entry: FY2026.
12 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「Toyo Suisan Kaisha, Ltd. Female management ratio: 10.0% or more by fiscal 2027 … Male childcare leave uptake rate: 50.0% or more by fiscal 2027 … Indicators: female management ratio of 5.5% and male childcare leave uptake rate of 21.6%.」
The company disclosed targets of a female management ratio of 10% or more and a male childcare leave uptake rate of 50% or more by fiscal 2027, and updated the results for the current fiscal year. - 2026-05-15AdvancedFinancial results presentation
「A 10% subsidy for the employee stock ownership plan is currently being implemented」
As a human capital initiative, the company disclosed that it is currently providing a subsidy for the employee stock ownership plan. - FY2025RaisedAnnual report
「Toyo Suisan Kaisha, Ltd.'s targets were reviewed on 1 April 2025: ① achieve a male childcare leave uptake rate of 50% or more, and ② achieve a female workforce share of 10% or more among managers. …For fiscal 2024, the indicators were an average length of service of 13.0 years for female employees, a male childcare leave uptake rate of 24.3% and a female management ratio of 6.9%.」
The company raised its targets from a male childcare leave uptake rate of 25% or more and an increase in the percentage of women in management to a male childcare leave uptake rate of 50% or more and a female management ratio of 10% or more by the fiscal year ending March 2028. The target for the average length of service of female employees was moved to monitoring as progress was considered favorable. - FY2024AdvancedAnnual report
「2025 targets (1) Increase the average length of service for female employees to 14 years or more (2) Achieve a male childcare leave uptake rate of 25% or more (3) Increase the percentage of women in management positions」
For diversity, the company set targets through fiscal 2025 for the average length of service of female employees, the male childcare leave uptake rate and the percentage of women in management positions, and disclosed fiscal 2023 results of 12.4 years, 24.5% and 6.7%, respectively. - FY2022AdvancedAnnual report
「・Developing next-generation human resources」
In addition to its previous focus on diversity and health management, the company explicitly identified developing next-generation human resources as a separate initiative in the medium-term plan to strengthen its human resources capabilities. - FY2021AdvancedAnnual report
「16 men 3 women (women's share of officers: 15.8%)」
The company disclosed that women accounted for 15.8% of officers, or 3 people. The percentage increased from 10.0% previously. - FY2019AdvancedAnnual report
「The company established the Diversity Promotion Office and made progress in developing its internal environment to support work-style reform. It also achieved results by strengthening human resources development, including the transfer of technology relating to production and manufacturing.」
The company reported the establishment of the Diversity Promotion Office, development of an environment to support work-style reform, and progress and results in strengthening human resources development, including technology transfer. - FY2017AdvancedAnnual report
「18 men 2 women (women's share of officers: 10.0%)」
The company disclosed 2 women among 20 officers, representing 10.0%, and had also established the position of Head of the Diversity Promotion Office as of the filing date. - FY2016First statedAnnual report
「The company will prioritize strengthening its quality assurance system, improving governance, and promoting diversity and CSR activities.」
Quality assurance, governance, diversity and CSR are priority issues relating to the organization and human resources.