Numerical Targets for Women’s Advancement, Parental Leave and Flexible Working Arrangements
First written in FY2023. . Latest entry: FY2024.
The whole theme swung hardest in 2026: 3 of 6 companies on the "Worse" side.
2 other companies' latest entry also says "Other".
- FY2024Results disclosed; initiatives ongoingAnnual report
「Women accounted for 3.1% of managers, the parental leave uptake rate for male employees was 50.0%, and the gender pay gap was 62.2% for all employees, 71.1% for regular employees and 30.7% for part-time and fixed-term employees. Going forward, the company will increase the hiring of female employees, create an environment that enables longer working hours, and systematically develop candidates for management positions.」
The company disclosed its results for the percentage of female managers, the parental leave uptake rate for male employees and the gender pay gap, and stated its policy of continuing to increase the hiring of women, improve the working environment and systematically develop candidates for female management positions. - FY2023First statedAnnual report
「Women to account for at least 15% of new hires; a 30% or greater increase in the number of users of telework, reduced-hours work and hourly paid leave; promotion of parental leave uptake, with achievement of uptake rates of at least 90% for women and 10% for men; and average parental leave periods of at least 8 months for women and 2 weeks for men.」
As part of its initiatives for people under its Basic Sustainability Policy, the company newly set specific numerical targets for the hiring of women, flexible working arrangements, and parental leave uptake rates and periods for women and men.