Promoting Employee Wellness and Diversity
First written in FY2021. 5 of 10 entries say "Advanced", first in FY2022. Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
17 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「In addition to this compensation policy, the company regards investment in human capital as an important initiative supporting medium- to long-term growth. Specifically, it plans to invest approximately ¥1 billion in human capital over the next 5 years in ① QC circle activities, the creative suggestions program and education and training costs, ② employee benefits, including wellness initiatives, ③ recruitment activities and ④ workplace improvements.」
The company positioned human capital initiatives as the foundation for executing Vision2030 and specified investment of approximately ¥1 billion over the next 5 years. It set fiscal 2030 targets of an engagement score of 75.0%, a turnover rate of 5.0%, a 7.0% ratio of women in management and a 100% rate of men taking parental leave. - FY2025AdvancedAnnual report
「In addition, in response to the strong social need for work styles after age 60, we began operating a new continued-employment system in April 2025. By assigning positions and missions and reviewing compensation based on evaluations of contributions, we will continue promoting initiatives aimed at enabling employees to maintain and improve their high performance and motivation, with the goal of becoming a company in which all employees can thrive.」
As a human capital initiative, the company began a new continued-employment system in April 2025, under which positions, missions, evaluations and compensation after age 60 are reviewed. The ratio of women in management rose to 4.4% and the rate of men taking parental leave to 73.3%, while the EX score declined from 66.3 to 62.4. - FY2024AdvancedAnnual report
「We will quantify the gap between employees’ expectations and their actual experiences and address the issues identified.」
As a human capital initiative, the company introduced a system to measure employee experience and disclosed an EX score of 66.3 for fiscal 2023. The ratio of women in management was 3.6%, and the rate of men taking parental leave was 60.0%. - FY2024-Q1RestatedAnnual report
「The company will continue to allocate resources to priority areas, including new business development such as an insect-based food business addressing food supply challenges, initiatives toward carbon neutrality and investment in human capital, and will advance efforts to enhance corporate value.」
The company continues to allocate resources to ESG management, including investment in human capital, but disclosed no new initiatives or performance figures for the first quarter. - FY2023AdvancedAnnual report
「Ratio of women in management (%) - 1.5 2.9 3.4 4.0 Rate of women taking parental leave (%) 100.0 100.0 100.0 100.0 100.0 Rate of men taking parental leave (%) 7.0 or higher 4.8 4.0 26.3 31.6」
The company disclosed a 4.0% ratio of women in management, a 100.0% rate of women taking parental leave and a 31.6% rate of men taking parental leave as human capital and diversity metrics. - FY2023-Q2RestatedAnnual report
「The company is actively allocating resources to new business development, including an insect-based food business addressing food supply challenges, initiatives toward carbon neutrality, and ESG management including investment in human capital, in order to secure future earnings capacity and enhance corporate value.」
The company continues to allocate resources to ESG management, including investment in human capital, but disclosed no specific initiatives or performance figures for the quarter. - FY2022AdvancedAnnual report
「The ratio of women in management rose from 2.90% in the previous fiscal year to 3.47%, while the employment rate for people with disabilities remained at a high level, rising from 3.59% to 3.60%. The rate of men taking parental leave increased from 4.0% in the previous fiscal year to 26.3%.」
Under its wellness management and diversity initiatives, the company increased the ratios of women in management and men taking parental leave, while maintaining a high employment rate for people with disabilities. - FY2021First statedAnnual report
「Under its wellness management initiatives, the company aims to create an environment in which employees design fulfilling lives for themselves and pursue self-actualization. It is promoting physical and mental health, stability and vitality, and the creation of an energetic workplace. ・Promoting diversity, including support for the advancement of women and people with disabilities」
The company first described employee physical and mental health, an energetic workplace, and support for the advancement of women and people with disabilities as specific initiatives in the social dimension of ESG.