Appointment of Diverse Talent to Management and Improving Diversity
First written in FY2023. 1 of 3 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2026: 4 of 25 companies on the "Worse" side.
1 other company's latest entry also says "Raised".
- FY2026RaisedAnnual report
「d Increasing the number of female employees, essential to accelerating growth in corporate value KPI: Achieve a 17% ratio of female employees among permanent employees」
A new numerical target of a 17% ratio of female employees among permanent employees has been added to the policy for securing diverse talent and appointing managers. The filing company states that women account for 5.9% of employees in management positions. - FY2025RestatedAnnual report
「The Group believes that diverse talent and its development will contribute to enhancing corporate value over the medium to long term, and is focusing on securing human resources, including women, foreign nationals, mid-career hires, and the promotion of non-regular employees to regular employment.」
The company continues to secure women, foreign nationals, mid-career hires and others, and maintains a policy of appointing the best-qualified candidates to management positions regardless of gender, nationality or hiring route. Women account for 5.3% of the management workforce at the filing company, while mid-career hires and others account for 43.0%. - FY2023First statedAnnual report
「The Group believes that diverse talent and its development contribute to enhancing corporate value over the medium to long term, and is focusing on securing human resources, including women, foreign nationals, mid-career hires and the conversion of non-regular employees to permanent employees. Based on this approach, the Group evaluates employees' abilities appropriately and appoints suitable individuals to management positions regardless of gender, nationality or recruitment channel.」
For the first time, the company has presented securing diverse talent, including women, foreign nationals, mid-career hires and the promotion of non-regular employees to permanent positions, as a standalone theme, together with a policy of appointing the best-qualified candidates to management positions regardless of gender, nationality or hiring route. Women account for 4.6% of the management workforce at the filing company, while mid-career hires and others account for 39.3%. The company states that it will consider setting targets and improving the internal environment to increase these ratios.