Numerical Targets for Workforce Diversity, Women’s Advancement and Parental Leave
First written in FY2024. . Latest entry: FY2026.
18 other companies' latest entry also says "Other".
- FY2026Lower Female Workforce Ratio, Flat Female-Leader Ratio and Higher Parental-Leave RateAnnual report
「Proportion of female employees among all employees At least 15.0% by March 2030 12.0% Proportion of female employees among those in leadership positions or above At least 4.5% by March 2030 2.9% Parental leave uptake rate among male employees At least 40.0% by March 2030 85.7%」
The actual results for the year were a female employee ratio of 12.0%, a ratio of women in leadership positions or above of 2.9%, and a parental leave uptake rate of 85.7% among male employees. Compared with the previous fiscal year's results, the female employee ratio declined from 12.1%, the ratio of women in leadership positions or above was unchanged at 2.9%, and the parental leave uptake rate increased from 80.0%. - FY2025Slight increase in the proportion of women, decline in the proportion of women in leadership positions, higher parental leave uptakeAnnual report
「Proportion of female employees among all employees At least 15.0% by March 2030 12.1% Proportion of female employees among those in leadership positions or above At least 4.5% by March 2030 2.9% Parental leave uptake rate among male employees At least 40.0% by March 2030 80.0%」
The actual results were a female employee ratio of 12.1%, a ratio of women in leadership positions or above of 2.9%, and a parental leave uptake rate of 80.0% among male employees. Compared with the previous fiscal year's results, the female employee ratio increased, the ratio of women in leadership positions or above declined, and the parental leave uptake rate increased. - FY2024First statedAnnual report
「Based on our belief that diversity contributes to the enhancement of corporate value and sustainable growth over the medium to long term, our group has a record of appointing women, foreign nationals and mid-career hires to management positions. Going forward, we will focus on promoting women’s advancement and work to further improve diversity.」
The company promotes the appointment of women, foreign nationals and mid-career hires to management positions and has set targets for March 2030 of at least 15.0% female employees, at least 4.5% women in leader-level positions or above, and at least 40.0% parental-leave uptake among male employees. Actual figures were 11.9%, 3.0% and 66.7%, respectively.