Promotion of Women's Participation and Advancement in the Workplace and Highest-Level Eruboshi Certification
First written in FY2017-Q1. 2 of 5 entries say "Advanced", first in FY2023. Latest entry: FY2026.
0 other companies' latest entry also says "Restated".
- FY2026RestatedAnnual report
「Target 1: Increase the proportion of women at section-manager level (including senior staff positions) to at least 10% by the end of March 2028. Target 2: Maintain a rate of at least 35% for male employees taking childcare-related leave and other leave. Target 3: Maintain a return-to-work rate of at least 90% for female employees after taking childcare leave.」
Existing targets concerning the proportion of women, the rate of men taking childcare-related leave, and the rate of women returning to work after childcare leave are disclosed, together with current-year results of a 3.3% proportion of women in management positions and a 79.2% rate of men taking childcare leave and other leave. - FY2025RestatedAnnual report
「Increase the proportion of women at section-manager level (including senior staff positions) to at least 10% by the end of March 2028. Maintain a rate of at least 35% for male employees taking childcare-related leave and other leave (childcare leave and the Papa Special Leave program). Maintain a return-to-work rate of at least 90% for female employees after taking childcare leave.」
Existing targets concerning the proportion of women, the rate of men taking childcare-related leave, and the rate of women returning to work after childcare leave are stated, along with current-year results including a 3.0% proportion of women in management positions and a 50.0% rate of men taking childcare leave. - FY2024AdvancedAnnual report
「Increase the proportion of women at section-manager level (including senior staff positions) to at least 10% by the end of March 2028. Maintain a rate of at least 35% for male employees taking childcare-related leave and other leave (childcare leave and the in-house Papa Special Leave program). Maintain a return-to-work rate of at least 90% for female employees after taking childcare leave.」
In addition to the existing target for the proportion of women, targets of at least 35% for the rate of men taking childcare-related leave and at least 90% for the rate of women returning to work after childcare leave have been specified. Enhancing training programs for women and promoting awareness within the company of work-life balance support programs are also stated as initiatives. - FY2023AdvancedAnnual report
「Increase the proportion of women at section-manager level (including senior staff positions) from the current 7.9% to at least 10% by the end of March 2028」
For women's advancement, the company has set a numerical target for the proportion of women in management positions and a deadline of the end of March 2028, and identifies enhancing training programs and promoting awareness of work-life balance support programs as initiatives. - FY2017-Q1First statedAnnual report
「In addition, with the aim of becoming a company where women can play a greater role, we obtained the top-level (third of three levels) Eruboshi certification among companies certified under the Act on Promotion of Women's Participation and Advancement in the Workplace, which came fully into force in April 2016.」
The first specific initiative to promote women's advancement is stated to be the acquisition of the top-level, third-stage Eruboshi certification under the Act on Promotion of Women's Participation and Advancement in the Workplace.