Enhancing Human Capital, Securing Diversity and Providing Opportunities to Take on Challenges
First written in FY2023. . Latest entry: FY2026.
32 other companies' latest entry also says "Other".
- FY2026Some improvement, but targets for foreign-national employees and promotions were not metAnnual report
「Gender ratio among new hires Male:female target 50%:50% Male:female actual 60.0%:40.0% Foreign-national employees among new hires At least 10 % of all hires Fiscal 2025: 0.0 % Newly promoted employees at leader level or above At least 15 people Actual 8 people」
The gender ratio moved closer to the target, from the previous actual result of 79.3%:20.7% to 60.0%:40.0%, while the proportion of foreign-national employees was 0.0%, below the target of at least 10%, and the number of newly promoted employees at leader level or above was 8, below the target of at least 15 people. - FY2025Human capital metrics fell short of targetAnnual report
「Gender ratio among new hires Male:female target 50%:50% Male:female actual 79.3%:20.7% Foreign-national employees among new hires At least 10 % of all hires Fiscal 2024: 6.9 % Newly promoted employees at leader level or above At least 15 people Actual 8 people」
For the gender ratio among new hires, the proportion of foreign-national employees, and the number of newly promoted employees at leader level or above, targets were 50%:50%, at least 10%, and at least 15 people, respectively, while actual results were 79.3%:20.7%, 6.9%, and 8 people. - FY2023First statedAnnual report
「Under the purpose of "eliminating disparities in opportunity and creating a world where people can continue to take on challenges," our group has pursued sustained growth in corporate value, establishing a department dedicated to human capital development in 2019 and working for 4 years to enhance diversity in human capital.」
The company disclosed human capital separately for the first time as a material sustainability issue and introduced measures to support individual careers, provide opportunities to take on challenges, and promote diversity in gender, experience and nationality. It set targets of a 50%:50% gender ratio among new hires, at least 10% foreign-national employees, and at least 15 newly promoted employees at leader level or above. Actual results for the year were 12.8% foreign-national employees and 18 promotions.