Promoting women’s advancement and workforce diversity
First written in FY2023. 2 of 3 entries say "Restated". Latest entry: FY2025.
- FY2025RestatedAnnual report
「Regarding workforce diversity, we are creating an environment that promotes women’s advancement by aiming to appoint women to management and executive positions in the future, setting targets including a female share of at least 20% of regular employees hired and at least 30% of participants in special training for mid-career employees.」
The company continues to pursue targets of hiring at least 20% of new regular employees as women and providing special training to at least 30% of mid-career employees, with a view to appointing women to management and executive positions in the future. - FY2024RestatedAnnual report
「Regarding workforce diversity, we are creating an environment that promotes women’s advancement by aiming to appoint women to management and executive positions in the future, setting targets including a female share of at least 20% of regular employees hired and at least 30% of participants in special training for mid-career employees.」
The company continues to pursue targets of hiring at least 20% of new regular employees as women and providing special training to at least 30% of mid-career employees, with a view to appointing women to management and executive positions in the future. - FY2023First statedAnnual report
「Regarding workforce diversity, we will create an environment that promotes women’s advancement by aiming to appoint women to management and executive positions in the future, setting targets including a female share of at least 20% of regular employees hired and at least 30% of participants in special training for mid-career employees.」
For the future appointment of women to management and executive positions, the company has, for the first time, presented numerical targets of at least 20% women among regular employees hired and at least 30% women among participants in special training for mid-career employees.