Creating a Workplace Environment that Supports Diverse Talent and Work-Life Balance
First written in FY2024. 1 of 3 entries say "Advanced", first in FY2026. Latest entry: FY2027-H1.
The whole theme swung hardest in 2021: 1 of 10 companies on the "Worse" side.
6 other companies' latest entry also says "Restated".
- FY2027-H1RestatedAnnual report
「The company regards maintaining and improving the physical and mental health of employees and their families as an important management issue, and is promoting the development of an environment that supports health management and diverse working arrangements.」
The company continued to develop a workplace environment that supports health management and diverse working arrangements as part of its human capital initiatives. - FY2026AdvancedAnnual report
「Percentage of women in management: 2.6%; target at the end of fiscal 2028: 10% / Male parental leave uptake rate: 100.0%; target for fiscal 2025: 100% / Annual paid leave, average days taken per employee: 14.1 days; target for fiscal 2025: at least 12 days」
As human capital initiatives, the company reported a 100% male parental leave uptake rate, a 100% return-to-work rate for women after parental leave, and an average of 14.1 days of annual paid leave taken. The percentage of women in management was 2.6%, and progress toward the target of 10% by the end of fiscal 2028 was disclosed. - FY2024First statedAnnual report
「At エムケー精工, we value the health of each employee in order to continually create new value, and aim to build a workplace environment where diverse employees respect one another's individuality by developing and advancing various systems that enable flexible working arrangements based on work-life balance, through both bottom-up and top-down initiatives.」
The company organized, for the first time as a standalone theme, a workplace environment in which diverse employees respect one another's individuality, flexible working arrangements, and human capital indicators such as the percentage of women in management and the male parental leave uptake rate. Targets were set at 10% for the percentage of women in management by the end of fiscal 2028, 100% for the male parental leave uptake rate in fiscal 2024, and an average of at least 12 days of annual paid leave taken in fiscal 2024.