A Workplace Environment that Respects Diversity and Supports Career Development
First written in FY2023. 4 of 6 entries say "Advanced", first in FY2024. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「The company has established a detailed training system aligned with employees' development stages, ranging from new-employee training upon joining the company to specialized training by organizational level and job type and a next-generation leadership development program.」
The company has translated its diversity and career development policy into new-employee training, training by organizational level and job type, and next-generation leadership development. - 2026-05-13RestatedEarnings
「We have established an in-house certification called “Rank 2 Up” to develop basic nursing-care skills. By supporting the acquisition of specialized knowledge and practical skills, we seek to improve service quality and create an environment in which users can spend their time safely and securely.」
The company reaffirmed the previously disclosed relationship between the in-house “Rank 2 Up” certification and improved service quality. - FY2026-H1AdvancedAnnual report
「We have established an in-house certification called “Rank 2 Up” to develop basic nursing-care skills. By supporting the acquisition of specialized knowledge and practical skills, we seek to improve service quality and create an environment in which users can spend their time safely and securely.」
The company newly disclosed the in-house certification "Rank 2 Up" as a career development and personnel training initiative covering basic nursing care techniques. - FY2025-H1AdvancedAnnual report
「Accordingly, in the Group's nursing care business, the company has launched 3 in-house certifications under its program for developing more specialized employees: Continence Care Specialist, which is designed to develop personnel capable of practicing team-based care through multidisciplinary collaboration centered on continence care to improve users' quality of life; Dementia Care Leader, which aims to develop personnel who understand the basic knowledge and principles of dementia care and can provide effective dementia care through multidisciplinary collaboration; and Care Creator, which aims to develop personnel who can use technologies such as care robots to improve and streamline operations, reduce the burden on staff, and create higher-quality time for users and staff.」
The company disclosed the launch of 3 in-house certifications in its nursing care business, Continence Care Specialist, Dementia Care Leader and Care Creator, and specified the development objectives for each certification. - FY2024AdvancedAnnual report
「In the nursing care business, where securing and developing personnel is considered particularly important, the company has established or is establishing 3 in-house certification programs, namely Dementia Care Leader, Continence Care Specialist and Care Creator, and supports employees in obtaining certifications such as introductory training through partnerships with external organizations.」
In addition to its diversity and career development policies, the company specifically disclosed 3 in-house certification programs in the nursing care business and support for obtaining certifications through partnerships with external organizations. - FY2023First statedAnnual report
「Going forward, the company will continue to pursue fair hiring based on individual abilities, regardless of nationality, gender or other attributes, and provide opportunities for diversity and growth through an inclusive workplace culture and career development support that enable each employee to demonstrate their abilities.」
For the first time, the company identified fair hiring, an inclusive workplace culture and career development support as independent measures to promote diversity, including the advancement of foreign personnel and women.