Strategic Recruitment and Development of Cloud and Digital Transformation Talent and Diverse Working Arrangements
First written in FY2024. 1 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2020: 2 of 7 companies on the "Worse" side.
4 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「As medium- to long-term human capital targets, our group has set goals of achieving a 30% proportion of female employees and a 20% proportion of women in management by 2030.」
Raised the 2030 target for the proportion of women in management from 15% to 20%. In fiscal 2025, women accounted for 26.3% of employees and 16.4% of management, while initiatives including ISO 30414 certification, Health and Productivity Management Outstanding Organization recognition, and fully remote work continued. - FY2025AdvancedAnnual report
「In 2024, obtained certification under ISO 30414, an international guideline for human capital disclosures, and published the Human Capital Report. Set medium- to long-term human capital targets of achieving a 30% proportion of female employees and a 15% proportion of women in management by 2030.」
Continued initiatives including recruiting and developing cloud and DX talent, fully remote work, super-flexible work arrangements, and 1-on-1 meetings, and additionally disclosed ISO 30414 certification, selection as a 2025 Health and Productivity Management Outstanding Organization, five consecutive years of White 500 certification, and targets for the proportions of female employees and women in management in 2030. - FY2024First statedAnnual report
「Our group regards recruiting and developing cloud and DX talent as an essential strategic growth investment area for achieving its corporate vision: “Empower Data, Innovate the Business, Shape the Future. Bringing value to information, transformation to companies, and a future to society.”」
Identified cloud and DX talent as a strategic growth investment area and systematically disclosed measures including competitive compensation, a proprietary talent pool, training and career development, talent management, fully remote work, super-flexible work arrangements, and 1-on-1 meetings. It also disclosed metrics including an 11.9% proportion of women in management, an 85.7% rate of men taking childcare leave, and a 77.1% gender pay gap.