Target Setting for the Proportion of Women in Management and the Annual Paid Leave Utilization Rate
First written in FY2023. . Latest entry: FY2026.
The whole theme swung hardest in 2026: 3 of 8 companies on the "Worse" side.
2 other companies' latest entry also says "Other".
- FY2026Performance UpdateAnnual report
「Proportion of female employees at section-chief level or above: at least 30%; actual 10.68% Annual average rate of annual paid leave taken by employees: at least 60%; actual 72.22%」
Female representation among managers rose from 9.78% in the previous fiscal year to 10.68%, but remained below the 30% target. The paid leave utilisation rate rose from 71.51% in the previous fiscal year to 72.22%, exceeding the 60% target. - FY2025Performance UpdateAnnual report
「Proportion of female employees at section-chief level or above: at least 30%; actual 9.78% Annual average rate of annual paid leave taken by employees: at least 60%; actual 71.51%」
Actual female representation among managers edged up from 9.68% in the previous fiscal year to 9.78%, but remained below the 30% target. The paid leave utilisation rate declined from 71.83% in the previous fiscal year to 71.51%, but remained above the 60% target. - FY2024Updated results (lower female representation and higher paid leave utilisation)Annual report
「The proportion of female employees at section-chief level or above shall be at least 30%. (As of the end of June 2024: 9.68%) The annual average rate of annual paid leave taken by employees shall be at least 60%. (As of the end of June 2024: 71.83%)」
Actual female representation among managers declined from 10.66% in the previous fiscal year to 9.68%, below the 30% target. Meanwhile, the annual paid leave utilisation rate was 71.83%, exceeding the 60% target. - FY2023First statedAnnual report
「The proportion of female employees at section-chief level or above shall be at least 30%. (As of the end of June 2023: 10.66%) The annual average rate of annual paid leave taken by employees shall be at least 60%. (As of the end of June 2023: 68.40%)」
As human capital targets, the Company set a female representation target of at least 30% at section-chief level or above and an annual paid leave utilisation target of at least 60%, and disclosed the results as of the end of June 2023.