Human Capital Development and Diversity
First written in FY2023. 2 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
108 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Talent development: development of T-shaped talent; annual training cost per employee: ¥30,000; ¥33,500 / Number of participants in the university auditing student program: at least 5 per year; 5 / Securing talent: proportion of women among new hires: hiring regardless of gender; 28.9% / Proportion of women among managers at section-manager level and above: 30%; 12.3% / Employment rate for people with disabilities: 2.5%; 2.3% / Health checkup attendance rate: 100%; 100% / Number of serious accidents: 0; 0 / Male parental leave uptake rate: 80%; 88.1% / Annual paid leave utilization rate: 80%; 76.2%」
The company specified its human capital initiatives through metrics and targets for T-shaped talent, training, university auditing, the proportion of women among new hires and managers, employment of people with disabilities, health, safety, parental leave and annual paid leave utilization, and updated its FY2026 results. - FY2025Updated human capital metricsAnnual report
「Proportion of women among managers at section-manager level and above: 30%; 12.7% / Employment rate for people with disabilities: 2.30%; 2.25%」
The company disclosed a 12.7% proportion of female managers against the human capital target of 30%, and an actual employment rate for people with disabilities of 2.25% against a target of 2.30%. It also continued developing T-shaped talent, using operating profit per employee as a key metric. - FY2024AdvancedAnnual report
「The company aims to achieve and further improve the highest productivity in the industry. To this end, it regards operating profit per employee as a key metric and focuses on developing “T-shaped talent” capable of achieving high productivity.」
The company linked its human capital initiatives to operating profit per employee and the development of T-shaped talent, and specified measures including on-the-job training, deepening expertise, overseas experience, training and performance-based target management. It disclosed a 12.7% actual proportion of women in section-manager-level positions and above against a target of 30%, and an actual employment rate for people with disabilities of 2.27% against a target of 2.30%. - FY2023First statedAnnual report
「For the Group to continue growing sustainably, it is essential to ensure that the knowledge and technologies cultivated to date are passed on, while expanding and deepening the scope of activities across all group companies in line with the growth of each individual. The Group’s initiatives on human capital and diversity consist of developing internal systems and workplace environments to secure and develop personnel capable of putting these principles into practice.」
The company described for the first time in a comprehensive manner its policy of advancing talent development and diversity through on-the-job training, safety, basic, job-level and specialist education, flexible personnel transfers, support for work-life balance, and development of female managers. It also presented targets including a 30% proportion of women in section-manager-level positions and above and a 2.30% employment rate for people with disabilities.