Numerical Targets for Human Capital and the Utilization of Diverse Talent
First written in FY2023. 1 of 3 entries say "Raised", first in FY2026. Latest entry: 2026-06-26.
3 other companies' latest entry also says "Restated".
- 2026-06-26RestatedGovernance
「Percentage of women in management positions (20 companies*1) Target: 8.5% or higher (end of March 2031); actual: 5.7% (end of March 2026)」
The company has reiterated its human-capital targets, including a target of at least 8.5% women in management positions and an actual ratio of 5.7%, as well as the ratio of women in career-track new graduate hires and the rate at which men take childcare leave and related leave. - FY2026RaisedAnnual report
「Percentage of women in management positions 8.5% 5.7%」
For its human capital targets, the Company raised the target for the percentage of women in management positions from 5.5% to 8.5% and disclosed an actual result of 5.7%. It also set targets including a 100% rate for men taking childcare leave or equivalent leave and a 50% rate for women hired into career-track positions as new graduates. - FY2023First statedAnnual report
「Percentage of women in management positions ・Target: 5.5% (as of the end of March 2025; 16 domestic consolidated subsidiaries with 301 or more employees) ・Actual: 3.6% (as of the end of March 2023; 16 domestic consolidated subsidiaries with 301 or more employees) Percentage of women hired into career-track positions as new graduates ・Target: 30.0% ・Actual: 37.7% (joined on 1 April 2023) Percentage of male employees taking childcare leave or equivalent leave (16 domestic consolidated subsidiaries with 301 or more employees) ・Target: 100% ・Actual: 98.8% (fiscal 2022)」
For the percentage of women in management positions, the hiring of women into career-track positions and the percentage of men taking childcare leave or equivalent leave, the Company has disclosed deadlines, scope, numerical targets and actual results systematically for the first time.