Creating a Workplace Environment Supporting Long-Term Employment, Health and Work-Childcare Balance
First written in FY2023. . Latest entry: FY2025.
13 other companies' latest entry also says "Other".
- FY2025Changes in performance indicators relating to human resources and the working environmentAnnual report
「Percentage of female employees in management positions (%) 11.5; percentage of male employees taking childcare leave (%) 59.5; gender pay gap (%) 77.7 for all employees, 78.5 for regular employees and 96.1 for part-time and fixed-term employees」
As performance results relating to human resources and the working environment, the company disclosed a female management ratio of 11.5%, a male childcare-leave participation rate of 59.5% and the gender pay gap. Each indicator changed from the figures disclosed for the previous fiscal year. - FY2024Disclosure of performance indicators relating to human resources and the working environmentAnnual report
「Percentage of female employees in management positions (%) 11.6; percentage of male employees taking childcare leave (%) 63.3; gender pay gap (%) 76.9 for all employees and 77.8 for regular employees」
In addition to its existing policies on hiring, training and balancing childcare with work, the company disclosed actual results for the current fiscal year for the percentage of female managers, the percentage of male employees taking childcare leave and the gender pay gap. - FY2023First statedAnnual report
「We have introduced measures exceeding statutory requirements, including a work-from-home system and support for women taking maternity and childcare leave and men taking childcare leave, and will work to create an environment in which employees can balance childcare and work.」
The company disclosed for the first time an integrated set of workplace initiatives covering the prevention of occupational accidents, health promotion, prevention of harassment, work from home, childcare-leave support for both men and women, transfers between departments and pay-setting.