Productivity Improvement through Work-Style Reform and Diversity Promotion
First written in FY2019. 4 of 10 entries say "Advanced", first in FY2024-Q1. Latest entry: 2026-09-25.
84 other companies' latest entry also says "Advanced".
- 2026-09-25AdvancedShare Issuance and Disposal
「(ⅰ)2028 年７月１日から 2029 年６月 30 日までに当社を離職（定年退職を除く。）した従業員数の 2029 年６月 30 日の終了時点の直前時点における従業員数に占める割合が 15％以下であることと、(ⅱ)2029 年６月 30 日の終了時点の直前時点における当社の管理職（当社の社内規程で定められる定義に従うものとする。）に占める女性の割合が９％以上であること」
人的資本・D&Iに関する株式報酬の解除条件として、離職率15％以下および女性管理職比率9％以上という期限付きの数値条件を示した。 - FY2026RestatedAnnual report
「The Company promotes “individual empowerment,” enabling each employee to express their own views without fear and demonstrate capabilities beyond their perceived limits. Acquiring diverse perspectives through proactive communication and dialogue with others improves the accuracy of each individual’s decision-making and brings about substantial personal growth.」
The policy of creating a corporate culture in which D&I and diverse talent can work authentically has been made more specific through descriptions of the organizational climate, including “individual empowerment,” a “culture of discussion,” and “career advancement and the challenge of becoming a professional.” The Company also disclosed human-capital KPIs, including a 7.5% ratio of women in management and a 65.4% rate of men taking childcare leave. - 2026-08-10RestatedRevision of earnings forecasts
「We are working to foster a corporate culture in which each employee can work energetically and in a way that reflects their individuality.」
The company continues to foster a corporate culture in which employees can work in a way that reflects their individuality as part of its human-capital initiatives. - FY2026-H1ReframedAnnual report
「The company is working to promote management based on its principles and develop capabilities by recruiting diverse human resources who identify with its corporate philosophy and expanding education and training opportunities. It aims to foster a corporate culture in which each employee can work energetically and in their own way.」
The company reorganized the work-style reform and diversity context around the recruitment and advancement of human resources aligned with its corporate philosophy, D&I, capability development and the creation of a corporate culture in which individuals can work in their own way. - FY2025-H1RestatedAnnual report
「To achieve medium- to long-term growth, we are promoting management based on our philosophy and developing capabilities through the active recruitment of diverse, philosophy-oriented talent and expanded education and training, while fostering a corporate culture in which diverse talent can work energetically and authentically.」
The company continues its human-capital and diversity initiatives, including fostering a corporate culture in which diverse human resources can work in their own way. - FY2024AdvancedAnnual report
「Targets through 2030 ・Achieve a 30% ratio of women in management positions ・Achieve a 30% ratio of international employees ・Achieve a 2.3% employment ratio for people with disabilities ・Achieve a 100% parental-leave uptake rate among women ・Achieve an 85% parental-leave uptake rate among men」
The company disclosed specific targets through 2030 for women in management, foreign-national employees, employment of people with disabilities and parental-leave uptake as part of its diversity and human-capital initiatives. - FY2024-Q2AdvancedAnnual report
「In addition, through the promotion of D&I (diversity and inclusion), the company received the highest-level “Rainbow Certification,” the first restaurant company to do so, under the PRIDE Index 2023, an evaluation index for initiatives concerning LGBTQ+ issues.」
As a specific result of D&I, the company received the highest-level “Rainbow Certification” under the PRIDE Index 2023, becoming the first restaurant company to do so. - FY2024-Q1AdvancedAnnual report
「To achieve medium- to long-term growth, the company is recruiting and developing human resources through education and training. In August 2023, it began operating the “my Area System” to enable employees to work in diverse ways.」
The company began operating the “my Area System” in August 2023 to enable diverse working styles. - FY2020ReframedAnnual report
「⑤ Growing through work-style reform and diversity and inclusion We regard work-style reform, which enables each employee to remain motivated and continue growing, and the promotion of diversity and inclusion, which enhances organizational competitiveness by respecting diverse perspectives and listening to a range of opinions and ideas, as sources of growth.」
The company reorganized its existing work-style reform and diversity initiatives as sources of growth, explicitly incorporating diversity and inclusion. - FY2019First statedAnnual report
「Productivity Improvement through Work-Style Reform and Diversity Promotion」
The company independently identified improving productivity through management review, work-style reform and the acquisition of human resources with diverse values and knowledge as a new key initiative.