Diverse organizational management focused on women’s advancement and D&I
First written in FY2022. 3 of 5 entries say "Advanced", first in FY2023. Latest entry: FY2026.
43 other companies' latest entry also says "Restated".
- FY2026RestatedAnnual report
「Accordingly, we will continue working to promote women’s advancement and D&I (diversity and inclusion) as part of building an environment in which opportunities are provided regardless of gender, age or seniority.」
Flexible working arrangements, leave systems, women’s advancement and D&I continue to be promoted as organizational management issues. - FY2025AdvancedAnnual report
「Accordingly, we will continue working to promote women’s advancement and D&I (diversity and inclusion) as part of building an environment in which opportunities are provided regardless of gender, age or seniority.」
Flexible working arrangements, leave systems, women’s advancement and D&I have been reorganized as key issues in creating a comfortable working environment, and the related systems are being maintained. - FY2024AdvancedAnnual report
「We believe that losing highly capable employees with extensive experience, knowledge and expertise would be a management risk. Establishing an environment that enables flexible, comfortable working, supports balancing work with life events and provides rewarding work would create opportunities to retain and recruit talented employees. We have therefore established various mechanisms and systems, including the following (partial list): ・New Work Style A working arrangement combining office-based and remote work ・Flextime system ・Reduced-hours work system ・Family nursing care leave ・Working Mothers and Fathers Exchange Meetings ・Mission Commitment system ・Career Development system ・Encouragement of parallel careers (side jobs) ・Alumni welcome system」
The D&I policy has been implemented through specific systems, including remote work, flextime, reduced-hours work, family nursing care leave, evaluation regardless of personal attributes, internal recruitment, side jobs and reemployment. - FY2023AdvancedAnnual report
「As part of these efforts, we established the Diversity & Inclusion Promotion Office, headed by the Representative Director, which operates in coordination with executive officers of each business division and the Human Resources Department. The office reports plans and progress relating to diversity to the Board of Directors.」
The operating structure for the women’s advancement and D&I policy has been formalized through the establishment of a promotion office headed by the Representative Director, coordination with the business divisions and Human Resources Department, and reporting to the Board of Directors. - FY2022First statedAnnual report
「We believe it is important to provide an environment in which the individuality and talents of every employee making up the Group can be demonstrated, regardless of gender, age or seniority. Accordingly, we promote women’s advancement and D&I (diversity and inclusion). In 2021, we were selected for the Nadeshiko Brand for the second time and received ADVANCED certification under the D&I AWARD 2021 certification program, which evaluates corporate D&I. We will continue to promote organizational management that emphasizes diversity.」
The policy of providing opportunities regardless of gender, age or seniority, and promoting women’s advancement and D&I, is clearly stated as an independent organizational issue.