Diverse Working Arrangements and Improving Employee Retention

「Specifically, we are promoting the development of a work environment where diverse human resources can thrive by improving frontline and problem-solving capabilities through short-term trainee programmes and other measures, enhancing work-life balance, promoting the employment of people with disabilities, and raising the mandatory retirement age to 70. In recognition of our initiatives to promote the advancement of women, we obtained the top three-star rating under the Ministry of Health, Labour and Welfare’s “Eruboshi Certification” in January 2026. Women account for 10.7% of managers, defined as department manager level and above, and we aim to raise this to 20% by fiscal 2030. The rate of male employees taking childcare leave is 75.0%, and we will maintain it at 50% or higher in fiscal 2030.」

「Women account for 10.0% of managers, defined as department manager level and above, and we aim to raise this to 20% by fiscal 2030. The rate of male employees taking childcare leave is 92.3%, and we will maintain it at 30% or higher in fiscal 2025.」

「In terms of human resources, through the activities of the Women’s Advancement Promotion Project Team “WORK＋” (Work Plus), we are working to retain and secure human resources by creating a comfortable working environment.」

「Expanding employment of people with disabilities ・Strengthening recruitment through collaboration with schools and support organisations ・Improving retention through workplace tours and work experience programmes」

「In terms of human resources, we continued web-based job-specific meetings and study sessions, worked to improve skills and strengthen and standardise organisational capabilities, and established the Women’s Advancement Promotion Project Team “WORK＋” (Work Plus). In addition to creating a comfortable working environment and developing employees through female leader training and senior executive training, we provided opportunities to contribute in line with their life stages, thereby further revitalising the organisation and working to create a workplace where each employee can work with energy and enthusiasm.」

「In terms of human resources, we continued web-based job-specific meetings and study sessions, worked to improve skills and strengthen and standardise organisational capabilities, and established the Women’s Advancement Promotion Project Team “WORK＋” (Work Plus). In addition to creating a comfortable working environment and developing employees through training such as female leader training, we provided opportunities to contribute in line with their life stages, thereby further revitalising the organisation and working to create a workplace where each employee can work with energy and enthusiasm.」

「In terms of human resources, we continued web-based job-specific meetings and study sessions, worked to improve skills and strengthen and standardise organisational capabilities, and established a project team to promote the advancement of women in order to create a workplace environment where female employees can work comfortably. We provided opportunities for them to contribute in line with their life stages, revitalised the organisation and worked to create a workplace where each employee can work with energy and enthusiasm.」

「Going forward, we will view diverse human resources as an asset, systematise training by employee level and continue job-specific study sessions, provide training for prospective female executives to promote the advancement of women, and work to create an open organisational culture, a comfortable workplace environment and a culture of legal compliance through compliance training.」

「Going forward, in addition to training by employee level and job-specific study sessions, we will consider various work styles, including shorter working hours and flextime, work to create a comfortable workplace environment that meets employees’ needs, establish a system for training prospective directors and managers, and seek to utilise diverse human resources.」

「Going forward, in addition to tiered training and study sessions by job type, we will work to create a comfortable workplace through gender, diversity and harassment education, while making effective use of diverse human resources.」

「During the fiscal year, we worked to improve frontline capabilities by creating a workplace environment that protects employee health, including reducing working hours as productivity improved, and by reviewing the employee evaluation system.」

「We are developing human resources by establishing a manager system to improve the motivation and retention of part-time employees, who are an important source of strength supporting the production of quality products, and by enhancing employee education systems.」

「Going forward, while working to secure personnel, we will improve retention by creating an open organisational culture and raising motivation through the introduction of an evaluation system for part-time employees. We will also work to ensure that our training system for human resource development provides effective education.」