Human Capital, Diversity and Flexible Work Arrangements
First written in FY2025. 1 of 3 entries say "Advanced", first in FY2026. Latest entry: 2026-10-23.
4 other companies' latest entry also says "Reframed".
- 2026-10-23ReframedChanges in Officers
「当社は、さらなる生産性の向上や働く風土の刷新に向けて、働き方および人事・評価制度の改革を実施するとともに、人員の規模および構成の見直しを行うことを決定いたしました。」
従来の柔軟な働き方・多様性等の整備に加え、AI活用事業や業務改革を前提とした働き方・人事評価制度の改革、人員規模・構成の見直しへ方針を整理している。 - FY2026AdvancedAnnual report
「The Company has adopted the mission of “Creating the future of energy” and is an energy technology company promoting the digital transformation (DX) of the energy industry. Its ability to develop software products, analyse data and solve customer issues forms the foundation of its business model. Based on the recognition that the people responsible for these capabilities are its greatest source of competitive advantage, the Company positions investment in human capital as management's highest priority.」
The Company positioned investment in human capital as management's highest priority and disclosed metrics including a 37.7% ratio of female regular employees, a 14.7% ratio of female managers, a 75% male parental leave uptake rate and a 22.8% full-remote work ratio. - FY2025First statedAnnual report
「In its initiatives relating to human capital and diversity, the Company's group is strengthening its efforts, as described in section ② Strategy, from three perspectives: promoting diversity and work-life balance, talent development and human resource development, and employee engagement. These efforts are based on the view that human capital has a substantial impact on management and is essential to securing sustainable growth, and are intended to attract outstanding talent and create an environment in which employees can work comfortably.」
The Company disclosed telework, the promotion of women and diverse talent, onboarding, OKRs, 1-on-1 meetings, learning subsidies, an employee shareholding association and an awards program. It reported, among other figures, women accounting for 33% of the workforce, women accounting for 13% of managers, a full-remote work ratio of 24%, a 100% female parental leave uptake rate and a 57% male parental leave uptake rate, but has not set targets.