Reducing Working Hours, Improving Employment Conditions, and Promoting Diversity Through Workstyle Reform
First written in FY2017. 3 of 8 entries say "Raised", first in FY2020. Latest entry: FY2026.
9 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Percentage of female employees in management positions: 20% by March 2028; 14.7%. Percentage of male employees taking childcare leave: 80% by March 2028; 87.5%. Gender pay gap among employees: 85% by March 2028; 86.1%.」
The results against the targets for March 2028 were updated. The percentage of women in management positions was 14.7%, the percentage of men taking childcare leave was 87.5%, and the gender pay gap was 86.1%. - 2026-05-14AdvancedRevision of earnings forecasts
「We will further strengthen investment in human capital, the source of growth, and improve our ability to execute strategy through the development and recruitment of specialist personnel for strategic areas and the advancement of our organizational structure and evaluation systems.」
Human-capital measures were developed beyond the recruitment and development of specialist personnel to include improvements to the organizational structure and evaluation systems. - FY2025AdvancedAnnual report
「Percentage of female employees in management positions: 20% by March 2028; 10.0%. Percentage of male employees taking childcare leave: 80% by March 2028; 90.5%. Gender pay gap among employees: 85% by March 2028; 83.7%.」
The percentage of women in management positions was 10.0%, the percentage of men taking childcare leave was 90.5%, and the gender pay gap was 83.7%, updating the current-year results against the targets for March 2028. - FY2023RaisedAnnual report
「Percentage of female employees in management positions: 20% by March 2028; 8.1%. Percentage of male employees taking childcare leave: 80% by March 2028; 36.4%. Gender pay gap among employees: 85% by March 2028; 74.0%.」
Regarding work-style reform and diversity, the company provided specific numerical targets through March 2028 and current-year results for the percentages of women in management positions, men taking childcare leave and the gender pay gap for the first time. - FY2021RaisedAnnual report
「We recognize that it is essential for continued long-term growth to develop and provide cutting-edge products and services that anticipate the new business environment, while accelerating the development of work styles and talent capable of responding promptly to changes in this environment, which is also referred to as the new normal.」
The scope of work-style and human resources measures expanded from shorter working hours, improved compensation and diversity to developing work styles suited to the new normal and producing talent. - FY2020RaisedAnnual report
「Establish and implement a JAST-style personnel policy (enhance systems, shorten working hours, promote work-style reform through measures for self-fulfillment through work, create an organization with open communication vertically and horizontally by improving employee engagement, recruit and develop talented personnel, and actively implement rotations).」
The scope of measures expanded from work-style reform, including shorter working hours and improved compensation, to a unique personnel policy, employee engagement, recruitment and development, and active rotations. - FY2019RestatedAnnual report
「In addition, as measures to create a workplace where people can work comfortably, we have introduced measures to reduce overtime, centered on establishing one scheduled no-overtime day per week, as well as systems such as “encouraged paid-leave days,” “half-day paid leave” and “memorial leave.” Furthermore, as part of the government-led “work-style reform,” we are working to shorten working hours and improve compensation. As initiatives unique to our company, we are also promoting measures that lead to greater job satisfaction through reform of our personnel systems, the pursuit of health-oriented management, and employee growth and productivity gains.」
The work-style reform centered on shorter working hours, improved compensation and diversity was reaffirmed through measures including scheduled no-overtime days, leave systems, health-oriented management and personnel-system reform. - FY2017First statedAnnual report
「Through “work-style reform,” we will shorten working hours, improve compensation and promote diversity.」
The company presented shorter working hours, improved compensation and greater diversity as the specific direction of its work-style reform.