Employee Training, a Comfortable Work Environment, and Diversity
First written in FY2016. 5 of 9 entries say "Restated". Latest entry: FY2025.
17 other companies' latest entry also says "Other".
- FY2025Update to Female Representation in ManagementAnnual report
「As of 30 November 2025, women accounted for 63.8% of regular employees and 77.8% including part-time and temporary employees, while women accounted for 30.8% of management positions. To create an environment where women can work with confidence, the Company has established childcare and nursing-care leave regulations that enable employees to balance work with child-rearing and caregiving. For the time being, it will work toward maintaining the percentage of women among regular employees at 50% or more and the percentage of women in management positions at 30% or more.」
The Company disclosed that, as of the end of November 2025, women accounted for 63.8% of regular employees and 30.8% of management positions, and continues its previous targets of maintaining these figures at 50% or more and 30% or more, respectively. - FY2025AdvancedAnnual report
「As of 28 February 2025, women accounted for 62.6% of regular employees and 76.8% including part-time and temporary employees, while women accounted for 40.0% of management positions. To create an environment where women can work with confidence, the Company has established childcare and nursing-care leave regulations that enable employees to balance work with child-rearing and caregiving. For the time being, it will work toward maintaining the percentage of women among regular employees at 50% or more and the percentage of women in management positions at 30% or more.」
The Company disclosed that women accounted for 62.6% of regular employees and 40.0% of management positions, and continues its previous targets of maintaining these figures at 50% or more and 30% or more, respectively. - FY2024AdvancedAnnual report
「For the time being, the Company will work toward maintaining the percentage of women among regular employees at 50% or more and the percentage of women in management positions at 30% or more.」
The Company newly specified measurable human-capital targets of maintaining women at 50% or more of regular employees and women at 30% or more of management positions. - FY2021RestatedAnnual report
「The Company will also pursue organizational strategies with a focus on diversity management (*) to create a more supportive working and workplace environment. It will increase the number of annual holidays, reduce overtime hours as labor productivity improves, and actively introduce systems such as childcare and nursing-care leave to create a workplace where women can work more easily, given that women account for an overwhelming majority of its employees.」
The Company continues to improve the workplace environment through diversity, more holidays, reduced overtime hours, and the introduction of childcare and nursing-care leave systems. - FY2020RestatedAnnual report
「The Company will also pursue organizational strategies with a focus on diversity management (*) to create a more supportive working and workplace environment. It will increase the number of annual holidays, reduce overtime hours as labor productivity improves, and actively introduce systems such as childcare and nursing-care leave to create a workplace where women can work more easily, given that women account for an overwhelming majority of its employees.」
The Company continues to improve the workplace environment through diversity, more holidays, reduced overtime hours, and the introduction of childcare and nursing-care leave systems. - FY2019RestatedAnnual report
「The Company will also pursue organizational strategies with a focus on diversity management (*) to create a more supportive working and workplace environment. It will increase the number of annual holidays, reduce overtime hours as labor productivity improves, and actively introduce systems such as childcare and nursing-care leave to create a workplace where women can work more easily, given that women account for an overwhelming majority of its employees.」
The Company has reaffirmed its efforts to improve the workplace environment through diversity, more holidays, reduced overtime hours, and the introduction of childcare and nursing-care leave systems. - FY2019-Q3RestatedAnnual report
「Higher personnel expenses from investment in human resources to build a robust management structure in the future」
The Company continues to invest in human resources to build a robust management structure, and the resulting increase in personnel expenses was identified as a factor weighing on operating performance. - FY2017RestatedAnnual report
「The Company will also pursue organizational strategies with a focus on diversity management to create a more supportive working and workplace environment. It will increase the number of annual holidays, reduce overtime hours as labor productivity improves, and actively introduce systems such as childcare and nursing-care leave to create a workplace where women can work more easily, given that women account for an overwhelming majority of its employees.」
The Company has specified and reiterated its policies on creating a supportive workplace, diversity, increasing holidays, reducing overtime hours, and introducing childcare and nursing-care leave systems. - FY2016First statedAnnual report
「The Company will also focus on employee training to strengthen its management structure from a human-capital perspective, while working to create a more supportive working and workplace environment in order to secure talented personnel.」
Measures to strengthen the management structure from a human-capital perspective through employee training, securing talented personnel, and developing the working and workplace environment.