Securing and Developing Talent and Promoting Diversity and Inclusion
First written in FY2022-Q1. 5 of 9 entries say "Advanced", first in FY2023. Latest entry: FY2026.
84 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「In the engagement survey conducted in the fiscal year ending March 2026, the engagement score increased by 3.4 points, versus the 3-point target under the current medium-term management plan. We exceeded the target in the second year of the plan.」
The engagement score increased by 3.4 points, versus the 3-point target, exceeding the target in the second year. - 2026-06-03AdvancedInvestor presentation
「Fiscal year ended March 2024 actual: 56.0 → Fiscal year ending March 2026 actual: 59.4 → Fiscal year ending March 2027 plan: 59.0」
The Company specified the actual engagement score for the fiscal year ending March 2026. - FY2025AdvancedAnnual report
「As a measure supporting our HR strategy, we began operating a new personnel system in April 2025. The new system incorporates mechanisms that encourage and evaluate challenges, clarify the expected roles at each job grade, and evaluate behaviour.」
For talent development and diversity initiatives, the company began operating a new personnel system in April 2025, introducing challenge-based evaluations, clarification of roles by job grade and behavioural evaluations. - FY2024AdvancedAnnual report
「We set targets of at least 30% for the proportion of female permanent employees among new graduate hires and at least 70% for the paid-leave utilisation rate. Actual results for the fiscal year ended March 2024 were 34.1% and 75.9%, respectively. We also set a target of increasing the proportion of women, foreign nationals and mid-career hires in management positions by 6 percentage points by the fiscal year ending March 2031, compared with the fiscal year ended March 2022. The actual increase for the fiscal year ended March 2024 was 1.6 percentage points.」
In addition to its Talent Development Policy and Internal Work Environment Development Policy, the company has disclosed deadlines, numerical targets and actual results for the proportion of female new graduate hires, the paid-leave utilisation rate and the proportion of diverse talent in management positions. - FY2023AdvancedAnnual report
「In April 2023, we established the following policies: the Talent Development Policy and the Internal Work Environment Development Policy. We set targets of at least 30% for the proportion of female permanent employees among new graduate hires and at least 70% for the paid-leave utilisation rate. Actual results for the fiscal year ended March 2023 were 40.3% and 70.4%, respectively.」
The company established its Talent Development Policy and Internal Work Environment Development Policy, and disclosed targets and actual results for the proportion of female new graduate hires and the paid-leave utilisation rate. - FY2023-Q3RestatedAnnual report
「In our engagement with employees, we are enhancing our personnel systems in areas including work-life balance and enabling women, foreign nationals and mid-career hires to play a greater role.」
The company continues to enhance work-life balance and its personnel systems, and to promote the success of women, foreign nationals and mid-career hires. - FY2023-Q2RestatedAnnual report
「In our engagement with employees, we are enhancing our personnel systems in areas including work-life balance and enabling women, foreign nationals and mid-career hires to play a greater role.」
The company continues to enhance work-life balance and its personnel systems, and to promote the success of women, foreign nationals and mid-career hires. - FY2022-Q3RestatedAnnual report
「In addition to securing and developing talent, we aim to create, through dialogue, an environment in which differences in individual values, personalities and habits are mutually recognised and used to drive reforms in our corporate activities. To this end, we will enhance internal systems that take work-life balance into account and promote diversity and inclusion.」
The company continues to pursue its policy of promoting talent recruitment and development, work-life balance, and diversity and inclusion. - FY2022-Q1First statedAnnual report
「In addition to securing and developing talent, we aim to create, through dialogue, an environment in which differences in individual values, personalities and habits are mutually recognised and used to drive reforms in our corporate activities. To this end, we will enhance internal systems that take work-life balance into account and promote diversity and inclusion.」
The company regards its people as an important management resource and has outlined measures covering training, work-life balance, diversity and inclusion, and the assignment and promotion of women to technical and sales positions.