Talent Development and the Creation of a Safe, Comfortable Working Environment
First written in FY2017. 4 of 7 entries say "Advanced", first in FY2023. Latest entry: FY2026.
108 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「In September 2025, the group formulated “Nurture people, connect people, and create a light-footed future” as the UACJ Group’s human capital philosophy, commonly known as the “UACJ People Statement.”」
The company systematized its human capital policy as the UACJ People Statement. It also completed visualization of the current and target states of its talent portfolio in fiscal 2025 and will begin testing and validating recruitment and development measures from fiscal 2026. - FY2025AdvancedAnnual report
「In addition, the UACJ Group established the “Manufacturing Academy” in April 2025 as a system for developing employees’ capabilities and improving and passing on their skills through strategic education.」
Regarding the human resources strategy, the company established the Manufacturing Academy and set targets including a female management ratio of at least 12.5% and a succession readiness rate of 75% for fiscal 2027. The female management ratio was 11.1% in fiscal 2024. - FY2024AdvancedAnnual report
「Through fiscal 2020, the company prepared succession plans for department manager-level positions and above. From fiscal 2021, it expanded the scope to section manager-level positions, and from fiscal 2023, it expanded it to section manager-level positions and above at all domestic group companies to identify succession candidates.」
The scope of the human resources strategy was expanded to section manager-level positions and above at all domestic group companies. The female management ratio was 4.0%, against the fiscal 2023 target of 4%, while the male childcare leave uptake rate was 74% and the average leave period was 28.9 days. - FY2023AdvancedAnnual report
「To align its management and human resources strategies, the company established a Human Resources Committee in fiscal 2022 as an advisory body to the Representative Director and President. The committee is chaired by the Representative Director and President and comprises the Executive Vice President, Executive Officers; division heads; business unit heads; and other executive officers as members.」
The company established the Human Resources Committee in fiscal 2022 to align its human resources strategy with its management strategy. Human capital KPIs include a 69% male childcare leave uptake rate with an average of 17 days taken, a 3.03% female management ratio, and a 100% succession plan coverage rate for department manager positions and above at the company. - FY2022ReframedAnnual report
「Recognizing and respecting diverse individuals, regardless of differences in nationality, gender, age, disabilities, or other characteristics, we will draw on their ideas and skills to address challenges with free-thinking approaches unconstrained by conventional assumptions.」
The former policy of human resources development and a safe, comfortable working environment has been expanded into a basic sustainability policy covering diversity and inclusion, utilization of human resources, and career development. - FY2019RestatedAnnual report
「While promoting the adoption of the “UACJ Way,” the behavioral principles valued by each employee, the company is also focusing on recruiting and developing diverse talent.」
In addition to policies on human resources development and creating a comfortable working environment, the company describes the continued promotion of the UACJ Way and the recruitment and development of diverse talent. - FY2017First statedAnnual report
「We will develop our people and provide a safe and comfortable working environment.」
As a code of conduct, the company explicitly states its commitment to human resources development and creating a safe and comfortable workplace environment.