Work-style reform, workforce diversity and development of self-directed talent
First written in FY2021. 3 of 6 entries say "Restated". Latest entry: FY2026.
- FY2026RestatedAnnual report
「Under the new personnel system introduced in March 2023, we have implemented the following system reforms as measures to reduce employee turnover and narrow the gender pay gap: the introduction of a preferred-transfer system and a permanent employee system with restricted work locations; an extension of the period during which reduced working hours are available for childcare; and the elimination of the distinction between career-track and general-track positions.」
The company continues reforms under the new personnel system and has updated metrics including the percentage of female managers at 4.6%, the percentage of male employees taking childcare leave at 37.5%, and the ratio of mid-career hires at 47.6%. - FY2025RestatedAnnual report
「Under the new personnel system introduced in March 2023, we have implemented the following system reforms as measures to reduce female employee turnover and narrow the gender pay gap.」
The company continues reforms under the new personnel system, including a system with restricted work locations, an extension of the period for reduced working hours for childcare, and the elimination of job-category distinctions, and discloses metrics including the percentage of female managers at 3.7%, the percentage of male employees taking childcare leave at 21.4%, and the ratio of mid-career hires at 34.5%. - FY2024AdvancedAnnual report
「Under the new personnel system introduced in March 2023, we have implemented the following system reforms as measures to reduce female employee turnover and narrow the gender pay gap: the introduction of a preferred-transfer system and a permanent employee system with restricted work locations; an extension of the period during which reduced working hours are available for childcare; and the elimination of the distinction between career-track and general-track positions.」
Under the new personnel system, the company implemented reforms including a system with restricted work locations, an extension of the period for reduced working hours for childcare, and the elimination of job-category distinctions. It also discloses personnel-related metrics, including the ratio of mid-career hires. - FY2023AdvancedAnnual report
「To achieve these objectives, we introduced a new personnel system in March 2023 aimed at establishing a fair and highly transparent evaluation system and promoting diverse working arrangements. In recruitment, in addition to regular hiring of new graduates, we are actively hiring mid-career employees to secure talent, while promoting the transition to direct employment to improve retention. We are also supporting employees' continuous development through measures including the introduction of e-learning and the payment of incentives for obtaining external qualifications.」
The new personnel system was introduced in March 2023, resulting in concrete measures to secure and develop talent, including recruitment, transition to direct employment, e-learning and incentives for obtaining qualifications. - FY2022RestatedAnnual report
「We will promote work-style reform and workforce diversity and link these efforts to the company's sustainable development.」
The company identifies work-style reform, workforce diversity, and the development of people who think and act independently as ongoing challenges. - FY2021First statedAnnual report
「We will promote work-style reform and workforce diversity and link these efforts to the company's sustainable development. We will work to establish an environment and systems that enable the development of people who think and act independently and can respond to change and drive transformation.」
The company identifies work-style reform, workforce diversity, and the development of an environment and systems that enable employees to demonstrate their abilities as personnel-related initiatives.