Targets for Human Capital Diversity and Gender Pay Gap Metrics
First written in FY2025. 1 of 2 entries say "Advanced", first in FY2026. Latest entry: FY2026.
The whole theme swung hardest in 2025: 2 of 7 companies on the "Worse" side.
1 other company's latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Percentage of female employees in management positions (combined total for the 3 principal companies) 14.4 % At least 20 % Gender pay gap for all employees (combined total for the 3 principal companies) 73.2 % At least 75 %」
For the combined total of the 3 principal companies, the actual percentage of female managers increased from 14.3% to 14.4%, while the actual gender pay gap increased from 70.3% to 73.2%, bringing both closer to their targets. The targets remain at least 20% for the percentage of female managers and at least 75% for the gender pay gap. - FY2025First statedAnnual report
「Indicators and targets The group recognizes that continuous corporate development is necessary to contribute to the realization of a sustainable society and fulfill its responsibilities to meet social needs, and that human capital is important to its sustainability strategy. In particular, with respect to its human resources development policy and internal workplace environment policy, the company and its 2 principal operating companies, Medical Ikkou Co., Ltd. and Hapine Life Ikkou Co., Ltd., have established the following indicators and targets. Percentage of female employees in management positions (combined total for the 3 principal companies): actual 14.3%; target of at least 20% Gender pay gap for all employees (combined total for the 3 principal companies): actual 70.3%; target of at least 75%」
For human capital, the company has set measurable targets for the first time of at least 20% for the percentage of female managers and at least 75% for the gender pay gap, based on the combined total for the 3 principal companies.