Developing Talent with a Spirit of Challenge and Advancing Diversity
First written in FY2016. 7 of 11 entries say "Advanced", first in FY2020. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
108 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Women account for 41.7% of the workforce, with particularly high proportions in research at 44.8% and development at 59.1%. The current proportion of women in management across the company is 16.9%, and is expected to increase in the future. The male parental leave uptake rate has remained high in recent years at 93.5%, while the 100% return-to-work rate for women following parental leave has been maintained every year. The third cohort began attending JCR Academy in February 2026.」
The company updated its human capital results, disclosing a 16.9% proportion of women in management, a 93.5% male parental leave uptake rate and a 100% female return-to-work rate after parental leave. JCR Academy progressed to the start of the third cohort's program. - FY2025AdvancedAnnual report
「Women account for 42.4% of the workforce, with particularly high proportions in research at 49.0%, production at 41.8% and development at 52.2%. The current proportion of women in management across the company is 16.7%, and is expected to increase in the future. The male parental leave uptake rate has remained high in recent years at 62.5%, while the 100% return-to-work rate for women following parental leave has been maintained every year. The second cohort completed JCR Academy in March 2025.」
The company updated its human capital initiatives, including completion of JCR Academy by the second cohort and results for the proportions of women and women in management, the male parental leave uptake rate and the female return-to-work rate after parental leave. - FY2024AdvancedAnnual report
「The number of employees continued to increase to support progress in research and development, global expansion and increased production capacity, reaching 934 as of the end of March 2024, an increase of 55 year on year. We are developing a talent strategy centered on talent management, evaluation of contributions, treatment based on contributions and talent development to cultivate next-generation leaders who will drive the second founding phase of globalization.」
The number of employees increased to 934, and the company stated that it was developing a talent strategy to foster next-generation leaders. The second cohort began studying at JCR Academy, and the company also disclosed a 14.5% proportion of women in management and an 80% male parental leave uptake rate. - FY2023AdvancedAnnual report
「We focus on employee training because we believe that improving employees' skills contributes to the company's growth. As a new initiative to develop next-generation leaders, we established JCR Academy in 2022.」
JCR Academy was established in 2022 as a specific initiative to develop next-generation leaders. The number of employees reached 879, and the company also disclosed human capital metrics including a 12.5% proportion of women in management, a 66.7% male parental leave uptake rate and the gender pay gap. - FY2022AdvancedAnnual report
「At the end of FY2021, the number of employees in our group reached 810, an increase of approximately 300 from FY2015, the first year of the previous medium-term management plan.」
The number of employees reached 810, an increase of approximately 300 from FY2015. The company indicated its policy of digitizing business processes, restructuring its organization, securing a diverse workforce and developing next-generation talent. - FY2021AdvancedAnnual report
「We believe that keeping the scale of Team JCR within a range that allows employees to know one another personally is important to maintaining and developing its corporate culture. At the end of FY2020, the number of employees in our group reached 732, an increase of approximately 200 from FY2015, the first year of the previous medium-term management plan.」
The company specified its policy of digitizing business processes, restructuring its organization and developing talent in response to globalization and the expansion of its facilities and research and development activities. - FY2020AdvancedAnnual report
「We will focus on high-value-added activities and pursue the necessary organizational restructuring so that we can operate with a workforce of a certain size even during periods of rapid business expansion. We will also promote talent development to support the further growth of each member of Team JCR.」
In response to the full-scale expansion of global activities, the company specified its policy of focusing on high-value-added activities, restructuring its organization and developing talent while maintaining its corporate culture. - FY2019RestatedAnnual report
「We believe that the workplace environment, corporate culture and talent that continuously generate innovation are our greatest strengths and the source of our growth. We will continue to proactively pursue various reforms so that employees with a strong spirit of challenge can maximize their abilities.」
The company positions talent and a corporate culture that generate innovation as sources of growth and will continue reforms enabling employees to maximize their abilities. - FY2018ReframedAnnual report
「Developing talent to drive innovation is essential to achieving this. In addition to recruiting, developing and placing the right talent, we will proactively promote workplace reforms so that employees with a strong spirit of challenge can maximize their abilities.」
The talent development and diversity agenda was expanded to include recruiting and placing talent to drive innovation and workplace reforms. - FY2017RestatedAnnual report
「To remain a company loved and trusted by all stakeholders, including patients and our employees, we will continue to value the free-spirited corporate culture established at our founding and proactively pursue further strengthening of compliance and corporate governance, greater transparency in our corporate activities, work-life balance and diversity, with the aim of achieving sustainable growth.」
The company reaffirmed its policy on talent and diversity, including the promotion of work-life balance. - FY2016First statedAnnual report
「Achieving this requires the continued strengthening of our management foundation, including the development of outstanding talent with a strong spirit of challenge.」
The company emphasizes talent development and the continued strengthening of its management foundation in pursuing its goal of becoming a global research-driven company.