Human Resources Systems Supporting Work-Style Reform and Women’s Advancement
First written in FY2018. 2 of 6 entries say "Restated". Latest entry: FY2025.
34 other companies' latest entry also says "Other".
- FY202517 women in management, below the target of 20Annual report
「Regarding the advancement of women, the company recognizes the appointment of women to management positions as an issue and is focusing on developing female leaders and building the candidate pool. Specifically, it continues to implement training programs for female management candidates and their supervisors, while actively developing an environment in which female employees can pursue their careers sustainably. Against the target of 20 women in management for fiscal 2024, the actual number was 17 (across 4 major domestic group companies).」
While training for female management candidates and workplace initiatives continued, the number of women in management was 17 against the fiscal 2024 target of 20. - FY2024Progress on human capital KPIs and shortfall against the target for women in managementAnnual report
「Regarding the advancement of women, the company recognizes the appointment of women to management positions as an issue and is focusing on developing female leaders and building the candidate pool. Specifically, it continues to implement training programs for female management candidates and their supervisors, while actively developing an environment in which female employees can pursue their careers sustainably. Against the target of 18 women in management for the fiscal year ended March 2024, the actual number was 15 (across 5 domestic group companies).」
While training for female management candidates continued, the number of women in management was 15 against a target of 18. - FY2023AdvancedAnnual report
「As a result of these initiatives supporting women's advancement, the number of women in management increased from 9 in the fiscal year ended March 2022 (across 5 domestic group companies) to 15 in the fiscal year ended March 2023. Given the low proportion of female employees, the company will continue to strengthen the recruitment of women.」
As a result of initiatives to develop female leaders and support work-life balance, the number of women in management increased from 9 to 15. The paid leave utilization rate was 68.4%, while the rate of male employees taking childcare leave was 60.9%. - FY2022RestatedAnnual report
「• Promoting diverse working arrangements and establishing HR systems to support women's advancement」
The company has reaffirmed the establishment of HR systems supporting diverse working arrangements and women's advancement as an ongoing initiative. - FY2021RestatedAnnual report
「• Promoting diverse working arrangements and establishing HR systems to support women's advancement」
The company has reaffirmed the establishment of HR systems supporting diverse working arrangements and women's advancement as an ESG initiative. - FY2018First statedAnnual report
「Promoting work-style reform by reviewing how work is conducted, and establishing HR systems to support women's advancement」
As part of its ESG initiatives, the company has for the first time listed the establishment of HR systems supporting work-style reform and women's advancement as a measure.