Strengthening Human Capital and Advancing DEI and Employee Engagement
First written in FY2021. 4 of 5 entries say "Advanced", first in FY2022. Latest entry: FY2025.
The whole theme swung hardest in 2021: 1 of 12 companies on the "Worse" side.
26 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「At Recruit, which operates mainly in Japan, where the gender gap is particularly large, the company worked to expand the pool of management candidates through a new talent development programme incorporating coaching methods and the formalisation of management requirements, substantially increasing the proportion of women in management.」
Regarding human capital and DEI initiatives, the company specified a coaching-based development programme, formalised management requirements and expanded the candidate pool. - FY2024AdvancedAnnual report
「At Recruit, which operates mainly in Japan, where the gender gap is particularly large, the company has strengthened initiatives to support career development by introducing, in addition to training for female employees and managers, a talent development programme incorporating coaching methods. Managers and internal coaches work together to draw out the intrinsic motivation of each employee, including women.」
Regarding human capital and DEI initiatives, the company specified training for women, training for managers and a talent development programme using coaching. - FY2023AdvancedAnnual report
「To achieve the target of approximately 50% women among senior management, management and employees throughout the Group, the company has set three-year targets and is accelerating its initiatives.」
Regarding DEI and human capital strengthening, the company advanced a three-year plan, formalised management requirements and conducted employee engagement surveys. As of 1 April 2023, the proportion of women was 49.8% among permanent employees, 39.1% among managers and 22.0% among senior management. - FY2022AdvancedAnnual report
「In the fiscal year ended March 2022, each SBU focused on identifying the root causes of the gender gap, while also promoting the bold appointment of senior management, meaning the CEOs of major subsidiaries and SBU executives. As of 1 April 2022, the proportion of women in senior management had increased from approximately 10% to approximately 21%.」
Regarding human capital and DEI, the company identified the root causes of the gender gap and promoted the appointment of women to senior management, increasing the proportion of women from approximately 10% to approximately 21%. - FY2021First statedAnnual report
「The Group has once again identified maximising employee motivation as a key management priority and will focus on strengthening human capital, particularly diversity, equity and inclusion (DEI) and employee engagement.」
The company positioned human capital as a key foundation of its business activities and, for the first time, explicitly identified its policy of treating DEI and employee engagement as priority issues as a standalone theme.