Targets to Improve the Share of Female Managers, Male Parental-Leave Uptake and the Gender Pay Gap
First written in FY2024. 1 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
Star seeds moved to the "Worse" side of this theme in 2026, the same year as the typical company in this theme.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
12 other companies' latest entry also says "Reframed".
- FY2026ReframedAnnual report
「Percentage of female employees in management positions 30% by February 2030 20.8% Male employees taking childcare leave 30% by February 2030 0.0% Paid leave utilization rate 70% by February 2030 67.6%」
The deadlines for the targets for the percentage of female managers and the rate of male employees taking childcare leave were revised from February 2026 to February 2030, and a new target of a 70% paid leave utilization rate was added. The gender pay gap target was removed from the indicators this time. - FY2025AdvancedAnnual report
「Percentage of female employees in management positions By February 2026 30 % 20.8 % Male employees taking childcare leave By February 2026 30 % 0.0 % Gender pay gap By February 2030 80 % 77.6 %」
The percentage of female managers was 20.8% and the gender pay gap was 77.6%, improving from the previously disclosed figures of 17.6% and 56.9%. The rate of male employees taking childcare leave was 0.0%, while the 30% target remains unchanged. - FY2024First statedAnnual report
「Percentage of female employees in management positions 30% by February 2026 17.6% Male employees taking childcare leave 30% by February 2026 0.0% Gender pay gap 80% by February 2030 56.9%」
For human capital, the Company set targets of 30% for the percentage of female managers and 30% for the rate of male employees taking childcare leave by February 2026, and 80% for the gender pay gap by February 2030, and also disclosed results for the current consolidated fiscal year.