Securing diverse talent and deficiencies in the workplace environment and corporate culture
First written in FY2021. 1 of 4 entries say "Restated". Latest entry: FY2026.
Kyoei Steel moved to the "Worse" side of this theme in 2026.
The whole theme swung hardest in 2024: 3 of 11 companies on the "Worse" side.
1 other company's latest entry also says "Worsened".
- FY2026WorsenedAnnual report
「Occupational accident frequency rate 0.00 Fiscal 2026 0.40 1.66 3.76」
While measures to address talent acquisition and workplace environment risks are progressing, the occupational accident frequency rate was 3.76 in fiscal 2025, widening the gap from the fiscal 2026 target of 0.00. - FY2023AdvancedAnnual report
「The Group has formalized and publicly disclosed its commitment to respecting human rights as a management policy in its human rights policy. Based on this policy, it will proceed with assessing the impact of its business activities on human rights, implementing appropriate preventive and remedial measures based on the impact assessment, and monitoring.」
In addition to risks related to securing talent and the workplace environment, the Company explicitly identified human rights issues, including those in the supply chain, and outlined its policy of publishing a human rights policy and proceeding with impact assessments, preventive and remedial measures, and monitoring. - FY2022RestatedAnnual report
「Alongside new graduate recruitment, the Group actively uses mid-career recruitment and conducts hiring activities to secure diverse talent, regardless of gender or nationality, including specialists, overseas personnel, and people with disabilities. It is also working to create an attractive company by constructing new office and employee welfare buildings, revising personnel and employee benefit systems, and promoting health management to develop a workplace where employees can perform to their full potential.」
The Group continues measures to secure talent through initiatives involving diverse human resources, the workplace environment, personnel and employee benefits, and health management. - FY2021First statedAnnual report
「The Group may be unable to secure talent as planned due to tightening labor market supply and demand caused by declining birth rates and other factors, as well as increased labor mobility. If the Group cannot adequately establish and foster an appropriate workplace environment and corporate culture, its standing in the labor market may decline, making it even more difficult to secure talent, and this may lead to occupational accidents, human rights issues, and damage to employees' physical and mental health.」
A new standalone risk was identified covering not only talent shortages but also spillover effects involving the workplace environment and corporate culture, human rights, health, occupational accidents, productivity, and engagement.