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Will Group (6089) · TargetRaised

KPI Targets for Women’s Advancement, Men’s Childcare Leave and the Gender Pay Gap

First written in FY2024. 1 of 3 entries say "Softened", first in FY2025. Latest entry: FY2026.

3entries
3years
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ProgressHeldSoftenedWorseFirst statedFY2024SoftenedFY20252024: 120242025: 120252026: 12026
Same theme, other companies
Target Management for Women in Management, Male Parental Leave and the Gender Pay GapA theme 34 companies write about · 0 as a headwind · 34 as a tailwind

2 other companies' latest entry also says "Raised".

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Showing 14 of the 34 companies compared. The sentences above are computed from all 34.
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  1. FY2026RaisedAnnual report

    「Percentage of women in management 18.7 30.0 / Percentage of women seeking promotion to management 27.1 50.0 / Rate of men taking parental leave 51.2 100.0 / Gender pay gap 74.4 80.0」

    For the diversity KPIs, the Company set targets for the fiscal year ending March 2030 of 30% for the percentage of women in management, 50% for the percentage of women seeking promotion to management, 100% for the rate of men taking parental leave, and 80% for the gender pay gap.
  2. FY2025Review and reduction of KPI targetsAnnual report

    「Starting with the fiscal year ended March 2025, we changed the calculation method for the rate of men taking parental leave. The calculation now covers all employees, including permanent staff on assignment and dispatched staff, rather than only permanent and contract employees as previously. Accordingly, we recalculated the figures for prior fiscal years. In line with this change, we also revised the target for the fiscal year ending March 2026 from the previous 70% to 50%.」

    With the expansion of the population covered by the calculation, the target for the rate of men taking parental leave for the fiscal year ending March 2026 was reduced from 70% to 50%. The gender pay gap target was also revised from the previous 76.6% to 73.0%.
  3. FY2024First statedAnnual report

    「We will increase the percentage of women in management and evolve toward the creation of new value. We will increase the rate at which men take parental leave. In addition to eliminating the gender pay gap, we will eliminate disparities in opportunities for promotion and transfers, and evolve into a more diverse organization.」

    For the fiscal year ending March 2026, the Company set targets of 22.0% for the percentage of women in management, 36.0% for the percentage of women seeking promotion to management, 70.0% for the rate of men taking parental leave, and 76.6% for the gender pay gap. The corresponding results for the fiscal year ended March 2024 were 16.1%, 24.7%, 39.6%, and 74.6%.
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KPI Targets for Women’s Advancement, Men’s Childcare Leave and the Gender Pay Gap | WILL GROUP,INC. (6089) | Komori