2030 Targets for Women in Management, Men Taking Parental Leave, and the Gender Pay Gap
First written in FY2023. 1 of 4 entries say "Raised", first in FY2025. Latest entry: FY2026.
Ichikura moved to the "Worse" side of this theme in 2026.
0 other companies' latest entry also says "Worsened".
- FY2026WorsenedAnnual report
「Proportion of women in management: 60% by March 2030; actual: 33.8% / Childcare-leave utilisation rate among male employees: 100% by March 2030; actual: 66.7% / Gender pay gap among all employees: 60% by March 2030; actual: 46.5%」
The targets of 60% women in management by 2030, a 100% childcare-leave utilisation rate among male employees, and a 60% gender pay gap were maintained, while current-year actual results were 33.8% women in management, a 66.7% childcare-leave utilisation rate, and a 46.5% gender pay gap. - FY2025RaisedAnnual report
「Metric / Target / Actual (current fiscal year) / Proportion of women in management / 60% by March 2030 / 55.3% / Childcare-leave utilisation rate among male employees / 100% by March 2030 / 100.0% / Gender pay gap among all employees / 60% by March 2030 / 50.3%」
The target for the proportion of women in management by March 2030 was raised from the previous 40% to 60%. The targets of a 100% childcare-leave utilisation rate among male employees and a 60% gender pay gap were maintained. - FY2024Update to actual resultsAnnual report
「Metric / Target / Actual (current fiscal year) / Proportion of women in management / 40% by March 2030 / 31.3% / Childcare-leave utilisation rate among male employees / 100% by March 2030 / 66.7% / Gender pay gap among all employees / 60% by March 2030 / 52.1%」
The targets through March 2030 remain unchanged, while current-year actual results were updated to 31.3% women in management, a 66.7% childcare-leave utilisation rate among male employees, and a 52.1% gender pay gap. Results varied by metric. - FY2023First statedAnnual report
「Proportion of women in management: 40% by March 2030; actual: 36.8% / Childcare-leave utilisation rate among male employees: 100% by March 2030; actual: 50.0% / Gender pay gap among all employees: 60% by March 2030; actual: 49.5%」
For the filing company, the company quantified for the first time targets by March 2030 of 40% women in management, a 100% childcare-leave utilisation rate among male employees, and a 60% gender pay gap.