Addressing Labor Shortages Through Talent Acquisition and Flexible Employment Arrangements
First written in FY2019. 5 of 10 entries say "Advanced", first in FY2022. Latest entry: FY2026.
83 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Percentage of women among employees in management positions Maintained 30% 30.4% Paternity leave uptake among male employees Maintained 100% 100.0% Gender pay gap (All employees) Aim to eliminate the gap (*) 67.3%」
The Company disclosed that women accounted for 30.4% of managers and that the paternity leave uptake rate among male employees was 100.0%. It newly reported a policy aimed at eliminating the gender pay gap and an actual ratio of 67.3%. - FY2025AdvancedAnnual report
「Percentage of women among managers Maintained 30% 30.4% Paternity leave uptake among male employees Maintained 100% 100.0%」
Women accounted for 30.4% of managers against a target of 30%, while the paternity leave uptake rate among male employees was 100.0% against a target of 100%. - FY2025-H1RestatedAnnual report
「Selling, general and administrative expenses were expected to increase broadly, including personnel costs and depreciation, because the Company planned to continue strengthening its staffing structure and investing in equipment renewals, both identified as priority issues in the medium-term management plan for 2022-2026 to achieve sustained improvements in organizational capabilities. However, expenses increased beyond the initial forecast in some areas.」
The Company continues to strengthen its staffing structure and invest in equipment renewals as priority issues under the medium-term management plan. It explained that the resulting increase in personnel costs and other expenses exceeded the initial forecast. - FY2024RestatedAnnual report
「To sustain its business by securing talent and maintaining employment in an era of declining birth rates and population aging, the Company will improve productivity and efficiency using digital tools, develop a workplace environment in which employees can demonstrate creativity, continue raising employee pay levels, and make further proactive investments.」
The Company continues to pursue a policy of using digital technologies, improving the workplace environment and raising pay levels to secure talent and maintain employment. - FY2024-Q1AdvancedAnnual report
「Selling, general and administrative expenses increased mainly because personnel costs rose as a result of hiring the talent needed to achieve sustained improvements in organizational capabilities and implementing base-pay increases for 2 consecutive years in response to rising wages and the need to protect household livelihoods.」
The Company pursued talent acquisition and implemented base-pay increases for 2 consecutive years in response to rising wages and the need to protect household livelihoods. It also described the impact on earnings of higher personnel costs. - FY2023AdvancedAnnual report
「Percentage of women among managers: 30% by the end of March 2025; 28.6% Paternity leave uptake among male employees: 100% maintained; 100.0%」
The Company disclosed metrics and targets relating to workforce diversity. Women accounted for 28.6% of managers, while the paternity leave uptake rate among male employees was 100.0%. - FY2022AdvancedAnnual report
「With a view to the period after the COVID-19 pandemic subsides, we will promote work-style reforms focused on efficiency and creativity. Across its workplaces, the Group will diversify and make working arrangements more flexible and promote the use of extended leave and paternity leave, advancing reforms that enable employees not only to secure talent and maintain employment but also to find fulfillment in their work.」
In addition to diversifying and increasing the flexibility of working arrangements as a response to labor shortages, the Company added measures to promote extended leave and paternity leave. - FY2021ReframedAnnual report
「With a view to the period after the COVID-19 pandemic subsides, we will promote work-style reforms focused on efficiency and creativity. Across its workplaces, the Group will diversify and make working arrangements more flexible, advancing reforms that enable employees not only to secure talent and maintain employment but also to find fulfillment in their work.」
The diversification and increased flexibility of working arrangements previously presented as responses to labor shortages are now reframed as work-style reforms aimed at the post-pandemic period and at improving employees’ sense of fulfillment at work. - FY2020RestatedAnnual report
「Across its workplaces, the Group will address labor shortages by diversifying and making working arrangements more flexible.」
The Company continues to identify talent acquisition and continued employment as management challenges and address labor shortages by diversifying and making working arrangements more flexible. - FY2019First statedAnnual report
「In a society with a declining birthrate and an aging population, securing talent and maintaining employment have become management challenges. Across its workplaces, the Group will address labor shortages by diversifying and making working arrangements more flexible.」
The Company identified talent acquisition and continued employment as management challenges and, for the first time, presented diversification and greater flexibility in working arrangements as a separate policy for addressing labor shortages.