Promoting Diverse Talent and Developing a Supportive Workplace Environment
First written in FY2016. 20 of 31 entries say "Advanced", first in FY2017-Q1. Latest entry: FY2026.
78 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「We had set a medium-term target of a 46% reduction in Scope 1+2 by 2030, using the year from April 2018 to March 2019 as the base year, but as of 2025 had achieved a 72% reduction, exceeding that target.」
The Scope 1+2 reduction rate increased from 71% in 2024 to 72% in 2025, exceeding the 2030 target of 46%. The Sustainability Committee met 4 times during the year, and the company also worked on a procurement policy, sustainability promotion guidelines, a human rights due diligence plan and materiality identification. - FY2025AdvancedAnnual report
「During the consolidated fiscal year, we held the Sustainability Committee a total of 4 times.」
Disclosed that the Sustainability Committee met once per quarter, or 4 times annually. Also disclosed Scope 1+2 emissions of 94.1t-CO2 in 2024 and a 71% reduction from the base year, along with targets and results for human capital, including at least 20% women in management positions, a 100% parental leave uptake rate among those wishing to take leave, and at least 70% parental leave uptake among men. - FY2025-H1AdvancedAnnual report
「Strengthening investment in human capital, including raising salary levels and improving employee compensation as originally planned, was one factor weighing on results. We continued initiatives involving TCFD-aligned disclosure and climate change measures through our responses to EcoVadis, a platform for evaluating and disclosing ESG and environmental impacts, and CDP. To communicate our initiatives for sustainable growth clearly to stakeholders from both financial and non-financial perspectives, we published the integrated report "CIJ REPORT 2024."」
Implemented salary increases and improved employee compensation as investments in human capital, and continued TCFD-aligned disclosure and climate change measures. Also published the integrated report "CIJ REPORT 2024." - FY2024AdvancedAnnual report
「For Scope 1+2+3, we have set a target of a 100% reduction by 2050. As a medium-term target for Scope 1+2, we have set a target of a 46% reduction by 2030, using the year from April 2018 to March 2019 as the base year.」
For sustainability initiatives, disclosed for the first time the measurement of GHG emissions and reduction targets for 2050 and 2030. For human capital, also disclosed targets of at least 20% women in management positions, a 100% parental leave uptake rate among those wishing to take leave, and at least 70% parental leave uptake among men. - FY2024-Q3AdvancedAnnual report
「We continued initiatives involving TCFD-aligned disclosure and climate change measures through our responses to CDP and EcoVadis. These initiatives also improved our various scores.」
Continued TCFD-aligned disclosure and climate change measures, and reported improvements in various CDP and EcoVadis scores. - FY2024-Q2AdvancedAnnual report
「We continued initiatives involving TCFD-aligned disclosure and climate change measures through our responses to CDP and EcoVadis. Through social activities conducted to deepen understanding of solving issues in primary industries through IT technologies, we were certified by Oi Town, Kanagawa Prefecture, as an "おおいまちSDGsパートナー" (Oi Town SDGs Partner).」
Continued TCFD-aligned disclosure and climate change measures, and were certified as an "おおいまちSDGsパートナー" (Oi Town SDGs Partner) by Oi Town, Kanagawa Prefecture, through social activities. - FY2024-Q1AdvancedAnnual report
「Through our responses to CDP and EcoVadis, we began initiatives involving TCFD-aligned disclosure and climate change measures.」
Regarding sustainability initiatives, began TCFD-aligned disclosure and climate change measures through responses to CDP and EcoVadis. - FY2023-Q3RestatedAnnual report
「The Women's Advancement Promotion Office held a seminar for employees entitled "The Rewards of Working in the IT Industry," seeking to raise awareness of the future of the IT industry, the role of women and well-being. We regard the impact of climate-related risks and opportunities on our business activities, earnings and other areas as a management issue, and began considering responses, including the collection and analysis of necessary data, in line with the four areas of governance, strategy, risk management, and metrics and targets.」
Continuing the seminar by the Women's Advancement Promotion Office and the collection and analysis of climate-related data and consideration of responses. - FY2023-Q2AdvancedAnnual report
「The Women's Advancement Promotion Office held a seminar for employees entitled "The Rewards of Working in the IT Industry," seeking to raise awareness of the future of the IT industry, the role of women and well-being. We regard the impact of climate-related risks and opportunities on our business activities, earnings and other areas as a management issue, and began considering responses, including the collection and analysis of necessary data, in line with the four areas of governance, strategy, risk management, and metrics and targets. In December 2022, we jointly conducted an "みかん収穫体験" (mandarin orange harvesting experience) with NTT DATA, with 30 participants, to deepen understanding of solving issues in primary industries through IT technologies.」
Continued the seminar by the Women's Advancement Promotion Office, data collection and analysis related to climate change, and consideration of responses, and conducted a joint activity with an external company with 30 participants in December 2022. - FY2023-Q1AdvancedAnnual report
「The Women's Advancement Promotion Office established a seminar for employees entitled "The Rewards of Working in the IT Industry," seeking to raise awareness of the future of the IT industry, the role of women and well-being. We regard the impact of climate-related risks and opportunities on our business activities, earnings and other areas as a management issue, and began considering responses, including the collection and analysis of necessary data, in line with the four areas of governance, strategy, risk management, and metrics and targets.」
The Women's Advancement Promotion Office conducted a seminar for employees. In addition, regarding climate change, progressed to considering responses, including data collection and analysis, in line with governance, strategy, risk management, and metrics and targets. - FY2022AdvancedAnnual report
「We began considering responses, including analysis of climate-related risks and opportunities.」
Regarding sustainability initiatives, in addition to the existing committee, basic policy and women's advancement initiatives, began analysing climate-related risks and opportunities and considering responses. - FY2022-Q3AdvancedAnnual report
「To support medium- to long-term growth, we relocated our Yokohama headquarters to improve the working environment and further promote work-style reform and diversity. Through the relocation, we aim to improve productivity, strengthen recruitment and reduce environmental impact, creating an office that is more supportive of employees and more environmentally friendly.」
Relocated the Yokohama headquarters to promote work-style reform and diversity, improve productivity, strengthen recruitment and reduce environmental impact. - FY2022-Q2AdvancedAnnual report
「To promote sustainability initiatives across the Group, we newly established a Sustainability Committee in November 2021 and formulated a basic sustainability policy. Going forward, we will formulate specific action plans, set targets and monitor implementation. To promote the advancement of diverse talent, including women, we newly established a Women's Advancement Promotion Office in November 2021.」
Established the Women's Advancement Promotion Office, which had been described as under preparation in the previous quarter, and newly established the Sustainability Committee and basic policy. Action plans, target setting and monitoring are also planned. - FY2022-Q1AdvancedAnnual report
「Under "c. Strengthening sustainability initiatives," we established the SDG targets addressed by the Group and promoted various activities. Under SDG Goal 5, "Achieve gender equality," we prepared to establish a Women's Advancement Promotion Office to provide greater support for women's advancement than before.」
Established SDG targets and promoted activities, and prepared to establish a Women's Advancement Promotion Office as a specific measure to support women's advancement. - FY2021RaisedAnnual report
「Issue 3: Strengthening sustainability initiatives」
In addition to the existing promotion of diverse talent and development of a supportive workplace environment, expanded the scope to initiatives related to the sustainability of all stakeholders, including the SDGs, health management, diversity and CSR. - FY2021-Q3RaisedAnnual report
「In addition to these activities, we continue to implement various measures against COVID-19, including enforcing work from home to reduce population movement and monitoring the daily health status of employees, partners and their families.」
Regarding work from home, the wording changed from the previous "recommendation" to "enforcement," and the disclosure now states that it is operated to reduce population movement and includes monitoring health status. - FY2021-Q2RestatedAnnual report
「In addition to these activities, we continue to implement various measures against COVID-19, including recommending work from home and daily health monitoring of employees, partners and their families.」
Continuing workplace environment measures, including recommending work from home and health monitoring of employees, partners and their families. - FY2021-Q1RestatedAnnual report
「In addition to these activities, as in the previous fiscal year, we continued to implement various measures against COVID-19, including recommending work from home and daily health monitoring of employees, partners and their families.」
Continuing workplace environment measures, including work from home and health monitoring of employees, partners and their families. - FY2020-Q3AdvancedAnnual report
「In addition to the above, as a measure against COVID-19, we established a COVID-19 Response Headquarters headed by the Representative Director and President and implemented various measures, including thorough work-from-home arrangements and daily health monitoring of employees, partners and their families.」
Implemented workplace environment and health management measures during the pandemic, including daily health monitoring of employees, partners and their families. - FY2020-Q2AdvancedAnnual report
「With respect to profit, in conjunction with the implementation of various initiatives aimed at the CIJ Group's medium- to long-term growth, including the renewal of internal core systems to improve operational efficiency, improvements in employee compensation, the introduction of a restricted stock compensation plan to strengthen employees' sense of belonging, and enhanced research and development to accumulate cutting-edge technologies,」
Disclosed that improvements in employee compensation had been implemented as one of the medium- to long-term growth initiatives. - FY2019RestatedAnnual report
「We will promote career advancement tailored to employees' abilities and actively appoint younger employees as leaders and managers. To create a workplace where employees can work with a sense of purpose, we will continue to focus on health management and work-life balance initiatives and conduct activities to promote communication within the workplace.」
Continuing policy covering promotion of younger employees, health management, work-life balance, communication within the workplace and promotion of diverse talent. - FY2018RestatedAnnual report
「In addition, we will promote career advancement tailored to employees' abilities and actively appoint younger employees as leaders and managers. To create a workplace where employees can work with a sense of purpose, we will continue to focus on work-life balance initiatives and conduct activities to promote communication within the workplace. We will also support employees in demonstrating their capabilities by actively promoting diverse talent regardless of age, career background or gender, and seek to enhance corporate value through management that leverages diversity.」
Continuing policy covering career advancement, promotion of younger employees, work-life balance, communication within the workplace and promotion of diverse talent. - FY2017RestatedAnnual report
「In addition, by actively promoting diverse talent regardless of age, career background or gender, we will support employees in demonstrating their capabilities and seek to enhance corporate value through management that leverages diversity.」
Continuing to pursue a policy of promoting diverse talent and leveraging diversity. - FY2017-Q3RestatedAnnual report
「As a company undertaking outstanding initiatives to promote women's advancement, we obtained the highest level of the Eruboshi certification mark, awarded by the Minister of Health, Labour and Welfare (Kanagawa Labour Bureau) under the Act on Promotion of Women's Participation and Advancement in the Workplace.」
Continues to report the highest level of Eruboshi certification for women's advancement. - FY2017-Q2RestatedAnnual report
「As a company undertaking outstanding initiatives to promote women's advancement, we obtained the highest level of the Eruboshi certification mark, awarded by the Minister of Health, Labour and Welfare (Kanagawa Labour Bureau) under the Act on Promotion of Women's Participation and Advancement in the Workplace.」
Continues to report the highest level of Eruboshi certification for women's advancement. No new achievement was indicated. - FY2017-Q1AdvancedAnnual report
「As a company undertaking outstanding initiatives to promote women's advancement, we obtained the highest level of the Eruboshi certification mark, awarded by the Minister of Health, Labour and Welfare (Kanagawa Labour Bureau) under the Act on Promotion of Women's Participation and Advancement in the Workplace.」
Recorded the specific achievement of obtaining the highest level of Eruboshi certification for initiatives promoting women's advancement. - FY2016First statedAnnual report
「Going forward, the Group will continue to expand support for balancing work with childcare and nursing care responsibilities and develop a supportive working environment.」
Includes promotion regardless of age, career background or gender, support for women's advancement, and support for balancing work with childcare and nursing care.