Securing Talent and Appointing Women to Leadership Positions with Diversity in Mind
First written in FY2022. 3 of 5 entries say "Raised", first in FY2023. Latest entry: FY2026.
1 other company's latest entry also says "Raised".
- FY2026RaisedAnnual report
「Percentage of women in general-track positions By March 2029 20% 15.2% Percentage of mid-career hires in management positions By March 2029 45% 40.0% Disability employment rate Meet the statutory employment rate by March 2029 2.62% Average overtime hours By March 2029 20 hours 22.8 hours」
The target for the percentage of women in general-track positions has been raised from the previous March 2026 target to 20% by March 2029, and the target for average overtime hours has been changed to 20 hours. The target for the percentage of mid-career hires in management positions remains 45%, and the statutory employment rate continues to be the target for the disability employment rate. - FY2025AdvancedAnnual report
「Metric Target Actual (current fiscal year) Percentage of women in general-track positions 12% by March 2026 16.9% Percentage of mid-career hires in management positions 45% by March 2026 37.3% Disability employment rate Meet the statutory employment rate by March 2026 2.67% Average overtime hours 22 hours by March 2026 16.9 hours」
The percentage of women in general-track positions, the disability employment rate and average overtime hours are stated to have met their targets in the current fiscal year. The actual percentage of women was 16.9%, exceeding the March 2026 target of 12%, while the percentage of mid-career hires in management positions was 37.3%, below the target of 45%. - FY2024RaisedAnnual report
「The target for the percentage of women in career-track positions was achieved in the current fiscal year. From the next fiscal year onward, the indicator will remain unchanged and the target will be raised to 12% by March 2026.」
The percentage of women in general-track positions was 8.8% in the current fiscal year, exceeding the previous target of 7%, and the target through March 2026 has been raised to 12%. - FY2023RaisedAnnual report
「We will work to improve employee motivation through planned talent development and ability-based evaluation criteria. We will also actively introduce telework and remote work, create a supportive and comfortable working environment for employees raising children or caring for family members, and work to secure talent. In addition, we will actively work to build a company suited to a diverse society, including through the proactive appointment of women to executive positions. Women as a percentage of career-track employees By March 2026 7% 5.6% Managers as a percentage of mid-career hires By March 2026 45% 42.3% Disability employment rate By March 2026 Achieve the statutory employment rate 2.17% Average overtime hours By March 2026 22 hours 24.27 hours」
The company has for the first time disclosed targets through March 2026 and actual results for the current fiscal year for the percentage of women, the percentage of mid-career hires in management positions, the disability employment rate and average overtime hours. It states that women account for 1.9% of managers, the childcare leave uptake rate among male employees is 0.0%, and the gender pay gap is 71.2% across all employees. - FY2022First statedAnnual report
「We will also actively work to build a company suited to a diverse society, including through the proactive appointment of women to executive positions.」
The company has explicitly identified building a workplace responsive to diversity, including the proactive appointment of women to executive positions, as a new human resources initiative.