Talent Management, Internal Environment Enhancement, and Organizational Culture Reform
First written in FY2024. . Latest entry: FY2026.
- FY2026Human-resources indicators updatedAnnual report
「As of 31 January 2026 Gender ratio Female: male = 7:26 (female ratio 21.2%) Gender management ratio Management ratio among females 57.1%, management ratio among males 92.3% Gender turnover ratio Turnover ratio among females 11.1%, turnover ratio among males 11.5%」
The Company reconfirmed its policies on human capital management and organizational culture reform and updated the gender ratio, management ratio and turnover ratio as of the end of January 2026. Its policy of not setting numerical targets for these indicators also remains in place. - FY2025Human-resources indicators updatedAnnual report
「As of 31 January 2025 Gender ratio Female: male = 7:22 (female ratio 24.1%) Gender management ratio Management ratio among females 57.1%, management ratio among males 95.4% Gender turnover ratio Turnover ratio among females 28.6%, turnover ratio among males 9.1%」
The Company reconfirmed its policies on human capital management, re-employment, hiring for special professional positions and organizational culture reform through the Culture Ambassador Team (CAT), and disclosed the gender ratio, management ratio and turnover ratio as of the end of January 2025. It also stated its policy of not setting numerical targets for these indicators. - FY2024First statedAnnual report
「We consider human capital management to be key to achieving our “desired future state.” We also established the Culture Ambassador Team (CAT) in 2023 and are focusing on organizational culture reform to retain personnel who can contribute to the Group over the long term. We are promoting various initiatives to increase employee engagement with the Company by enabling employees from diverse backgrounds to work together with a sense of unity.」
The Company positions human capital as an important element of its sustainability strategy and is advancing initiatives including re-employment through age 65, hiring for special professional positions, a personnel evaluation system and organizational culture reform led by the Culture Ambassador Team (CAT), established in 2023. It also discloses indicators such as the gender ratio, but has adopted a policy of not setting numerical targets.