Strengthening Human Capital Through Talent Development, Recruitment and Diversity
First written in FY2023. 1 of 4 entries say "Advanced", first in FY2026. Latest entry: FY2026.
The whole theme swung hardest in 2020: 2 of 7 companies on the "Worse" side.
77 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「The purpose of this system is to encourage employees to take on challenges and grow by conducting multifaceted evaluations rather than relying on individual evaluations, and by determining compensation based on job duties and roles. Going forward, the Group will consider applying the system across the Group based on the status of operation of its personnel evaluation system. Percentage of female officers: 10.0% (the Company’s results for the fiscal year ending March 2026) Percentage of female employees: 20.4% (the Company’s results for the fiscal year ending March 2026)」
From the fiscal year ending March 2026, the Group has been rebuilding its personnel evaluation system and considering multifaceted evaluations based on roles and performance, as well as application across the Group. The female officer ratio was maintained at 10.0%, while the female employee ratio rose from 17.8% in the previous fiscal year to 20.4%. - FY2025Update to human capital metrics and decline in the female employee ratioAnnual report
「“Percentage of female officers: 10.0% (the Company’s results for the fiscal year ended March 2025)” “Percentage of female employees: 17.8% (the Company’s results for the fiscal year ended March 2025)” “The Board of Directors will continue to consider specific numerical targets for indicators and targets based on the Human Resources Development Policy described above.”」
The female officer ratio was maintained at 10.0%, while the female employee ratio declined from 20.8% in the previous fiscal year to 17.8%. The Group stated that specific numerical targets would continue to be considered by the Board of Directors. - FY2024Updated Human Capital MetricsAnnual report
「“Percentage of female officers: 10.0% (the Company’s results for the fiscal year ended March 2024)” “Percentage of female employees: 20.8% (the Company’s results for the fiscal year ended March 2024)” “The Board of Directors will continue to consider specific numerical targets for indicators and targets based on the Human Resources Development Policy described above.”」
The Group has continued its policy of considering talent development, recruitment, diversity, workplace environment improvements and employee engagement metrics. It disclosed a female officer ratio of 10.0% and a female employee ratio of 20.8% for the fiscal year ended March 2024, stating that specific numerical targets would continue to be considered by the Board of Directors. - FY2023First statedAnnual report
「Based on the belief that “a company is a place for the self-realization of each employee who participates in it,” the Group aims for each employee to work with a sense of purpose, maximize their individual character and abilities, and continue to grow. It has established the following “Human Resources Development Policy” and is pursuing various initiatives. The Group will also consider and implement employee engagement metrics suited to the Group, referring to “employee engagement” as a major indicator comprising job satisfaction. “Recruitment policy: To secure capable human resources who share the Company’s management philosophy, we will actively recruit both new graduates and mid-career hires, with the aim of creating a diverse organization.” “Creating a work environment where diverse talent can thrive: We aim to build a workplace where all employees can demonstrate their abilities and thrive regardless of age, gender or nationality.” “Percentage of female officers: 10.0% (the Company’s results for the fiscal year ended March 2023)” “Percentage of female employees: 37.8% (the Company’s results for the fiscal year ended March 2023)” “The Board of Directors will consider specific numerical targets for indicators and targets based on the Human Resources Development Policy described above.”」
The Group identified talent development, recruitment, diversity, workplace environment improvements and consideration of employee engagement metrics as human capital initiatives. It disclosed a female officer ratio of 10.0% and a female employee ratio of 37.8% for FY2023, stating that specific numerical targets would be considered by the Board of Directors going forward.