Talent development and diversity enhancement, including women’s advancement
First written in FY2016. 3 of 9 entries say "Reframed", first in FY2020. Latest entry: FY2025.
Ono Pharmaceutical moved to the "Worse" side of this theme in 2020, 6 years before the typical company in this theme (2026).
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
108 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「By fiscal 2026, we will hire and develop at least 250 next-generation management personnel, at least 300 global personnel and at least 700 digital personnel, including at least 200 personnel capable of planning, managing and executing DX projects and at least 500 personnel capable of participating in and contributing to DX projects. We will also hire and develop at least 180 innovation personnel and approximately 700 specialist personnel who will drive our growth strategy by fiscal 2026.」
The fiscal 2026 target for digital personnel was made more specific and expanded from 500 to 700. Results for fiscal 2024 disclosed 200 next-generation management personnel, 194 global personnel, 872 digital personnel, 108 innovation personnel and 353 specialist personnel. - FY2024AdvancedAnnual report
「By fiscal 2026, we will hire and develop at least 250 next-generation management personnel, at least 300 global personnel, at least 500 digital personnel and at least 180 innovation personnel. For specialist personnel contributing to our growth strategy, we will hire and develop approximately 700 people by fiscal 2026.」
The talent strategy continues to be made more specific through category-based hiring and development targets through fiscal 2026. KPIs including training hours, behavioral change rates, the ratio of women in management, the rate of male employees taking parental leave and healthy life expectancy have also been disclosed. - FY2023AdvancedAnnual report
「Over the next 4 years, we will hire and develop at least 250 next-generation management personnel, at least 300 global personnel, at least 500 digital personnel and at least 180 innovation personnel. For specialist personnel contributing to our growth strategy, we will hire and develop approximately 700 people over the next 5 years.」
The talent development policy has been made more specific through KPIs covering hiring and development targets by talent category over periods of 4 to 5 years. Diversity targets, including female management ratios of 10% and 20%, have also been established. - FY2022ReframedAnnual report
「In talent development, we will focus on developing next-generation management talent, global talent capable of conducting business on the world stage, digital talent who can lead corporate transformation, and innovation talent who can drive growth in the next generation.」
The policy on talent development and diversity enhancement has been made more specific through separate development policies for management, global, digital and innovation talent. - FY2021ReframedAnnual report
「We believe that, to respond rapidly and flexibly to changes in the operating environment and enhance corporate value, it is important to increase diversity in the attributes, values and behavioral characteristics of the members of our organization and to recognize their individuality. We are therefore promoting women’s advancement, the advancement of people with disabilities, and career hiring.」
The explanation of talent development, women’s advancement and diversity enhancement has been expanded to include the advancement of people with disabilities and career hiring, making the scope of the diversity initiatives more specific. - FY2020ReframedAnnual report
「To respond to various changes in the operating environment and prevail in competition, we are strengthening our organizational structure by developing talent and enhancing diversity, while also increasing investment in the health management of employees and others.」
In addition to existing talent development and diversity enhancement initiatives, increased investment in employee and other health management is explicitly identified as a measure to strengthen the corporate platform. - FY2018RestatedAnnual report
「We continue to develop talent and enhance diversity, while strengthening our organizational structure to respond to various changes in the operating environment and improve productivity.」
The policy of using talent development, diversity enhancement and productivity improvement to strengthen the corporate platform has been reaffirmed. - FY2017RestatedAnnual report
「To respond to various changes in the operating environment and prevail in competition, we are strengthening our organizational structure by developing talent and enhancing diversity.」
The policy of continuing talent development and diversity enhancement as measures to strengthen competitiveness and the corporate platform has been reaffirmed. - FY2016First statedAnnual report
「To enhance our competitiveness globally, we are working to develop talent and accelerate our business. We are also enhancing diversity, including by establishing systems to support women’s advancement, in an effort to respond to various changes in the operating environment.」
Talent development, faster business operations and support for women’s advancement are positioned as specific measures to strengthen the corporate platform and enhance global competitiveness.