Strengthening Human Capital through Women's Advancement and Flexible Work Arrangements
First written in FY2024. . Latest entry: FY2026.
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- FY2026Disclosure of women's representationAnnual report
「We aim to maintain the proportion of women among employees and managers at section-chief level and above at 40% to 60%. In the fiscal year ending March 2026, women accounted for 61.1% of employees, slightly above the target range, and 41.2% of managers at section-chief level and above, achieving the target level.」
Against the target of maintaining the proportion of women among employees and managers at 40% to 60%, women accounted for 61.1% of employees and 41.2% of managers. The employee ratio was slightly above the target range, while the management ratio was within the target range. - FY2024First statedAnnual report
「As part of our group's human capital initiatives, we aim to reduce concerns about balancing family and work and maintain the proportion of women among employees and managers at section-chief level and above at 40% to 60%. To support employees in balancing work with life events such as childbirth, childcare and relocation due to marriage, we will provide diverse working arrangements, including reduced working hours and remote work, while improving and expanding our related programs.」
A target was established to maintain the proportion of women among employees and managers at section-chief level and above at 40% to 60%, with reduced working hours and remote work identified as measures to achieve it. For the fiscal year ended March 2024, women accounted for 55.7% of employees and 39.3% of managers.