Accelerating decision-making and execution and rebuilding the Group's management platform
First written in FY2016. 7 of 18 entries say "Advanced", first in FY2022-Q1. Latest entry: 2026-08-14.
The whole theme swung hardest in 2025: 2 of 10 companies on the "Worse" side.
6 other companies' latest entry also says "Advanced".
- 2026-08-14AdvancedEarnings
「From the first quarter under review, Core Software Co., Ltd. has been included in the scope of consolidation.」
Disclosed Core Software's inclusion in the scope of consolidation as a first-quarter result, advancing the existing theme of standardizing PMI and the integration process. - FY2026AdvancedAnnual report
「The Group recognizes that, as its group structure changes through the expansion of its business areas and the execution of M&A, further strengthening governance and the management infrastructure across the Group is an important issue in order to execute its strategy reliably and achieve sustainable growth.」
Based on changes in the group structure through M&A, the company identified as specific issues clarifying the roles and responsibilities of each group company, balancing delegation of authority with controls, monitoring investment decisions, and integrated management of PMI, quality, risk and information security. - FY2024Updated workforce diversity and work-style metricsAnnual report
「As of 31 March 2024, women accounted for 6.5% of management, the childcare-leave take-up rate among male employees was 18.2%, and the gender pay gap was 76.1% for all employees, 75.9% for regular employees and 94.3% for part-time and fixed-term employees.」
The company disclosed metrics as of the end of March 2024 on women’s advancement, childcare leave and the gender pay gap. - FY2023AdvancedAnnual report
「The rate of female employees taking childcare leave is 100%. Male employees have also taken childcare leave. As a new way of working, the company introduced a work-from-home system and is enabling more flexible working styles by developing the necessary infrastructure, including ensuring security and introducing communication tools for employees and various web-conferencing tools.」
The existing policies on promoting women’s advancement, work-life balance and work-style reform were translated into specific measures, including a 100% childcare-leave take-up rate among female employees, actual take-up by male employees and the development of work-from-home and employee communication infrastructure. - FY2023-Q1RestatedAnnual report
「In addition, the company continues to implement measures to prevent COVID-19 infection, including the use of telework.」
The company continues to implement infection-prevention measures using telework. - FY2022ReframedAnnual report
「In April this year, the company moved to the Prime Market in connection with the Tokyo Stock Exchange’s market restructuring. Through its response to the Corporate Governance Code, the company will work to further enhance long-term corporate value by advancing and improving the efficiency of management.」
In addition to its existing efforts to accelerate decision-making and execution and develop its management infrastructure, the company broadened its stated initiatives to include advancing and improving the efficiency of management through the move to the Prime Market and its response to the Corporate Governance Code. - FY2022-Q3RestatedAnnual report
「In addition, even after various COVID-19-related restrictions were eased, we continued business activities while making the health and safety of business stakeholders, including employees of the Group, our top priority, including by continuing to set an internal target for the telework implementation rate.」
Even after COVID-19-related restrictions were eased, the company continued its response to ways of working and business continuity, including setting a target for the telework implementation rate. - FY2022-Q2RestatedAnnual report
「In addition, amid the resurgence of COVID-19, we continued business activities while making the health and safety of business stakeholders, including employees of the Group, our top priority, including by setting an internal target for the telework implementation rate.」
The company continues its response to ways of working and business continuity during the pandemic, including setting a target for the telework implementation rate. - FY2022-Q1AdvancedAnnual report
「In addition, amid the resurgence of COVID-19, we continued business activities while making the health and safety of business stakeholders, including employees of the Group, our top priority, including by setting an internal target for the telework implementation rate.」
The company stated that, in addition to its existing policy of encouraging telework and improving the working environment, it had set an internal target for the telework implementation rate. - FY2021ReframedAnnual report
「In addition, as part of our response to the “new normal” and the “new standard for ways of working,” we will continue investing in the infrastructure needed to support these changes, including encouraging remote work and migrating internal systems to the cloud, regardless of when the current COVID-19 pandemic subsides. Through the creation of systems and an environment conducive to working, we will continue to provide an environment in which employees can perform at their full potential.」
The work-style reform and work-life balance policies were translated into specific measures, including encouraging remote work after the pandemic subsides, migrating internal systems to the cloud and investing in the working environment. - FY2019RestatedAnnual report
「In addition, we aim to contribute to the growth of the Group and the well-being of employees by promoting work-style reform and creating systems and an environment conducive to working, thereby providing an environment in which employees can perform at their full potential.」
The company continues to pursue human resources initiatives through work-style reform and the creation of a comfortable working environment. - FY2018Expanded the scope of human-resource initiativesAnnual report
「We will rebuild the infrastructure needed to accelerate management decision-making and execution and strengthen group management. We will also work to develop global talent, promote the advancement of women and promote work-life balance.」
In addition to its existing initiatives aimed at developing a diverse workforce, the company explicitly stated its commitment to developing global talent. - FY2017RestatedAnnual report
「The company will rebuild the infrastructure needed to speed up management decision-making and execution and strengthen group management. It will also work to actively hire diverse talent, promote women’s participation and advancement, and advance work-life balance.」
The company continues to pursue faster decision-making and execution, rebuilding the group management infrastructure, diverse talent, women’s participation and advancement, and work-life balance. - FY2016First statedAnnual report
「The company will rebuild the infrastructure needed to speed up management decision-making and execution and strengthen group management. It will also work to actively hire diverse talent, promote women’s participation and advancement, and advance work-life balance.」
In addition to rebuilding its management infrastructure, the company has set out initiatives concerning diverse talent, women’s participation and advancement, and work-life balance.