Developing a Diverse Workforce and Promoting Work-Life Balance
First written in FY2024. 2 of 4 entries say "Advanced", first in FY2025. Latest entry: FY2026.
109 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「In fiscal 2025, the company expanded its support systems for activities, including by raising the subsidy ceiling under the “RESOL Circle Activity System,” which is intended to encourage voluntary interaction among group employees and activate communication within the organisation.」
Measures for diverse talent and work-life balance were given concrete form through an increase in the subsidy ceiling under the RESOL Circle Activity System, experiential health seminars, leave to support new employees and office renovations. - FY2026-H1RestatedAnnual report
「As part of its initiatives addressing social issues, including climate change, human capital and diversity, the company introduced a “healthcare leave” system available to all employees for health management purposes, such as follow-up medical examinations; established a specialist department for developing talent focused on hotel and golf operations; and supplied used cooking oil from its operating facilities as feedstock for SAF (Sustainable Aviation Fuel).」
The company continues its initiatives addressing human capital, diversity and environmental issues, including healthcare leave, a specialist talent development department and the supply of used cooking oil as feedstock for SAF. - FY2025AdvancedAnnual report
「The company revised the system to create “healthcare leave” and began operating it in April 2025. It also expanded the eligibility for childcare and nursing-care leave beyond statutory requirements,」
Measures for diverse talent and work-life balance were given concrete form through the introduction of healthcare leave, expansion of eligibility for childcare and nursing-care leave, and application to families of de facto and same-sex marriages. - FY2024First statedAnnual report
「The company seeks to provide a comfortable working environment and achieve employee well-being by conducting training to prevent harassment and privacy violations, reducing overtime, encouraging employees to take paid leave, and promoting “work-life balance” through employee benefits and other measures.」
Training to prevent harassment, reductions in overtime, paid leave utilisation, employee benefits, revisions to the remote-work system, relaxed dress-code rules, health clubs, support for obtaining qualifications and job rotations were identified separately for the first time as measures to promote the success and development of diverse talent.