OpenWork (5139) · InitiativeUpdated human-capital indicators
Securing and retaining a diverse workforce and enabling flexible working styles
First written in FY2023. . Latest entry: FY2025.
3entries
3years
0from disclosures
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Same theme, other companies
Promoting Diverse Talent and Developing an Inclusive Work EnvironmentA theme 253 companies write about · 0 as a headwind · 261 as a tailwind
32 other companies' latest entry also says "Other".
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Showing 14 of the 193 companies compared. The sentences above are computed from all 193.Comparing 200 of the theme's 261 threads.Full recordFilings, disclosures and news, newest first
- FY2025Updated human-capital indicatorsAnnual report
「Women as a percentage of management positions: 22.8%; male employees taking childcare leave: 100.0%; gender pay gap: all employees 74.4%, regular employees 75.6%, part-time and fixed-term employees 219.5%.」
Human-capital metrics were updated for fiscal 2025: female managers 22.8%, male employees taking childcare leave 100.0%, and gender pay gaps of 74.4% for all employees, 75.6% for regular employees and 219.5% for part-time and fixed-term employees. - FY2024Added human-capital metricsAnnual report
「Women as a percentage of management positions: 11.6%; male employees taking childcare leave: 125.0%; gender pay gap: all employees 73.4%, regular employees 75.3%.」
In addition to measures for diversity and flexible working, the company disclosed the proportion of female managers, the rate of male employees taking childcare leave and gender pay gaps. - FY2023First statedAnnual report
「Accordingly, we have established systems including flextime, reduced-hours work and remote work to secure and retain personnel with diverse origins and genders, as well as diverse skills, backgrounds, lifestyles and life stages.」
The Company identifies securing and retaining diverse personnel and establishing flextime, reduced-hours work and remote-work systems as measures needed to maintain service quality through diverse perspectives.