Target Setting for Human Capital Metrics and Succession Planning
First written in FY2024. 1 of 3 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2026: 4 of 25 companies on the "Worse" side.
8 other companies' latest entry also says "Other".
- FY2026Update to human capital target metricsAnnual report
「The Group's internal succession rate was 78.7% as of the end of May 2026. The Group's basic policy is to systematically develop and appoint internal successor candidates for key positions and to achieve succession by internal personnel. It has set a target of maintaining the internal succession rate at approximately the same level going forward through these ongoing initiatives.」
The internal succession rate rose from 76.3% in the previous disclosure to 78.7%, and the target of maintaining it at the same level remains in place. The target of exceeding 20% for the percentage of management positions held by women also remains in place. - FY2025RestatedAnnual report
「The percentage of management positions held by women in the Group was 16.7% as of the end of May 2025. With the aim of creating a society in which women can play an active role, the Group is conducting recruitment activities and developing various internal systems, with a short-term target of exceeding 20%.」
The target of exceeding 20% for the percentage of management positions held by women and the means of achieving it through recruitment and system development remain in place. The internal succession rate was 76.3%, and the target of maintaining it at the same level was reaffirmed. - FY2024First statedAnnual report
「The percentage of management positions held by women in the Group was 15.2% as of the end of May 2024. With the aim of creating a society in which women can play an active role, the Group is conducting recruitment activities and developing various internal systems, with a short-term target of exceeding 20%. The Group's internal succession rate was 71.2% as of the end of May 2024. The Group's basic policy is to systematically develop and appoint internal successor candidates for key positions, and it has set a target of maintaining the internal succession rate at approximately the same level going forward through these ongoing initiatives.」
Set a target of exceeding 20% for the percentage of management positions held by women and maintaining the internal succession rate at the same level, identifying recruitment, system development, and the systematic development and appointment of successor candidates as the means of achieving these targets.