Strengthening Human Capital, Diversity and Talent Development
First written in FY2023. 2 of 4 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
81 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「In conjunction with the formulation of the new medium-term management plan “Evolution 26-30” (as of the end of March 2026), the Company added target metrics for talent development and improved engagement to its existing diversity targets, and set new targets and achievement dates.」
In addition to the ratios of female managers, female professional-track employees and foreign-national managers and the rate of male employees taking childcare leave, the Company added targets for the end of March 2031, including annual education and training costs of at least ¥100,000 per employee and engagement of at least 80%. - 2026-05-15RestatedGovernance
「Initiatives addressing sustainability issues, including investment in human capital, to achieve sustainable growth」
Investment in human capital continues to be identified as a future initiative toward sustainable growth. - FY2025AdvancedAnnual report
「Female managers as a percentage of managers (the Company and consolidated subsidiaries in Japan and overseas): 9.8% (14/143); target: at least 10%; end of March 2026」
The Company disclosed actual human capital metrics and targets for the end of March 2026, and is monitoring the ratios of female managers, female professional-track employees, foreign-national managers and managers hired through mid-career recruitment. It also disclosed its certification as a 2025 Health Management Outstanding Corporation. - FY2023First statedAnnual report
「The specific talent development policies are: “1. Develop talent capable of solving problems,” “2. Develop global talent,” and “3. Develop next-generation leaders.”」
The Company disclosed systematically for the first time its human capital initiatives covering diversity, flexible working arrangements, women’s advancement, education and training, health management, and occupational health and safety. It has also set targets for the end of March 2026, including the ratios of female managers, foreign-national managers and managers hired through mid-career recruitment.