Disclosure of human-capital diversity metrics and consideration of policy development
First written in FY2023. 2 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
23 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Expanding opportunities and advancement for women (the proportion of women in management at the company at the end of the current consolidated fiscal year was 15.6%, an improvement of 2.2 percentage points from the end of the previous fiscal year; women accounted for 16.6% of officers)」
The proportion of women in management improved by 2.2 percentage points from 13.4% at the end of the previous fiscal year to 15.6%. The company has set a target of 20.0% and specifically disclosed measures covering recruitment, development, advancement and retention. - FY2025Set a time-bound target of 20% for the proportion of women in managementAnnual report
「The company aims to raise the proportion of female employees among managers to at least 20% by March 2028; the proportion at the end of the current fiscal year was 13.4%.」
The company newly specified a time-bound target of at least 20% for the proportion of women in management by March 2028. The actual proportion fell from the 14.2% disclosed for the previous fiscal year to 13.4%. - FY2024AdvancedAnnual report
「Expanding opportunities and advancement for women, who account for approximately 55% of total employees (the proportion of women in management at the company improved by 2.5 percentage points from 11.7% to 14.2% during the current consolidated fiscal year).」
The proportion of women in management improved by 2.5 percentage points from 11.7% to 14.2%. The company also disclosed the start of operation of a new personnel system incorporating a role-grade system, the launch of efforts to establish operations through the introduction of a talent management system, and diversification of mid-career and alumni rehire recruitment. - FY2023First statedAnnual report
「Our group is advancing initiatives as an important element of diversity and inclusion, based on the recognition that people are an asset, in relation to policies on human-resource development, including securing workforce diversity, and policies for improving the internal environment. We are continuing to consider formulating more specific policies and measures for implementation.」
The company positions human capital as an important element of diversity and inclusion and discloses metrics including an 11.7% proportion of women in management, a 94.7% rate of parental-leave uptake among male employees, and the gender pay gap. It states that specific policies and targets will be considered in the future.