Improving the Working Environment by Reducing Overtime and Encouraging Paid Leave
First written in FY2017. 4 of 7 entries say "Advanced", first in FY2019. Latest entry: FY2026.
The whole theme swung hardest in 2026: 1 of 12 companies on the "Worse" side.
6 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Each Group company has set a GPTW score of 70% as a key KPI, representing the level of a certified company with a rewarding working environment, and management has established a framework under which it is responsible for progress.」
For the fiscal year ending June 2026, the GPTW scores were 71 for 株式会社アバント, 73 for 株式会社ジール, and 78 for 株式会社ディーバ, exceeding the KPI level of 70 at each company. - FY2024AdvancedAnnual report
「Each Group company has set a GPTW score of 70% as a key KPI, representing the level of a certified company with a rewarding working environment, and management has established a framework under which it is responsible for progress.」
For visualizing job satisfaction and engagement, a GPTW score of 70 was set as a key KPI, with management's responsibility for progress and the PDCA cycle explicitly stated. - FY2021AdvancedAnnual report
「To create a rewarding working environment, the Group conducts employee surveys using Great Place to Work ® (GPTW), visualizes job satisfaction and engagement, and implements improvement initiatives. The Group is working toward a GPTW score of 70 points at each Group company.」
The company visualized job satisfaction and engagement through GPTW surveys and explicitly set a GPTW score of 70 points at each Group company as a target. - FY2020RestatedAnnual report
「The Group regards increasing the supply of quality employment as an important management responsibility. While steadily increasing the number of employees each fiscal year, we are working to create a rewarding working environment that enriches employees' lives and enables them to focus on achieving results in their work.」
Measures emphasizing quality employment, a rewarding working environment, and the recruitment and promotion of diverse talent continued. - FY2019AdvancedAnnual report
「The Group regards increasing the supply of quality employment as an important management responsibility. While steadily increasing the number of employees each fiscal year, we are working to create a rewarding working environment that enriches employees' lives and enables them to focus on achieving results in their work. As part of these efforts, we have also begun recruiting diverse talent and promoting employees to management positions regardless of gender or nationality.」
In addition to existing working-environment measures such as reducing overtime and encouraging paid leave usage, the company explicitly addressed quality employment, rewarding work, and the recruitment and promotion of diverse talent. - FY2018RestatedAnnual report
「The importance of guiding employees toward ways of working that enable them to balance work with a richer life has risen sharply as a demand of the times.」
The focus on work-style reform and an appropriate working environment continued. - FY2017First statedAnnual report
「Tight management of overtime hours to reduce them and encouragement of paid leave usage」
Tight management of overtime hours and encouragement of paid leave usage were identified as specific measures to improve the working environment.