Transforming into a group where diverse talent can thrive
First written in FY2023. 1 of 3 entries say "Raised", first in FY2024. Latest entry: FY2025.
The whole theme swung hardest in 2019: 2 of 9 companies on the "Worse" side.
20 other companies' latest entry also says "Restated".
- FY2025RestatedAnnual report
「・Through fair talent development and promotion, we aim to achieve a female management ratio of at least 30% across the Group by 2030. ・We will promote women's advancement and aim to achieve a 30% female officer ratio by 2030.」
The 2030 targets for the female management and officer ratios were reaffirmed, and a global human resources system, fair development and promotion, and diverse working arrangements were presented as initiatives. - FY2024RaisedAnnual report
「Through fair talent development and promotion, we aim to achieve a female management ratio of at least 30% across the Group by 2030. We will promote women's advancement and aim to achieve a 30% female officer ratio by 2030.」
The targets for the female ratio were expanded to at least 30% for management and 30% for officers by 2030. The target levels have been raised from the previously disclosed targets of 15% for female management and 25% for female officers. - FY2023First statedAnnual report
「Toward a group where diverse talent can thrive: embracing all differences, including gender, nationality, race, religion, background, age, disability and sexual orientation, and promoting workforce diversity」
Acceptance of diversity and enabling talent to thrive were set as separate long-term materiality targets. The targets for 2030 are a female employee ratio of at least 20%, a female management ratio of at least 15%, and a female officer ratio of 25%.