Securing diverse talent, reforming personnel systems and human capital metric targets
First written in FY2023. 2 of 4 entries say "Softened", first in FY2024. Latest entry: FY2026.
Kimura Chemical Plants moved to the "Worse" side of this theme in 2026, the same year as the typical company in this theme.
The whole theme swung hardest in 2026: 7 of 37 companies on the "Worse" side.
3 other companies' latest entry also says "Softened".
- FY2026Following failure to meet the 2026 targets, the target deadline was reset to 2030.Annual report
「Percentage of female employees in management: 5.0% by March 2030. Percentage of male employees taking childcare leave: 75.0% by March 2030. Three-year retention rate after joining the company: 90.0% by March 2030. *As the results for March 2026, the initial target year, were not achieved, the company reviewed the issues and reset them as medium-term targets.」
The company disclosed that the previous targets for March 2026 had not been achieved and reset the targets for the percentage of female managers, the percentage of male employees taking childcare leave, the gender pay gap, overtime hours, the retention rate and the paid leave utilization rate as medium-term targets through March 2030. - FY2025Updated human capital results and declines in several metricsAnnual report
「Percentage of female employees in management: 7.0% by March 2026; 3.45%. Percentage of male employees taking childcare leave: 50.0% by March 2026; 33.33%. Gender pay gap: 75.0% by March 2026; 72.8%. Average overtime hours: 15.0 hours/month by March 2026; 17.4 hours/month. Three-year retention rate after joining the company: 90.0% by March 2026; 83.0%. Average paid leave utilization rate: 75.0% by March 2026; 73.0%.」
The targets through March 2026 were maintained, and current-year results were updated. The percentages of female managers and male employees taking childcare leave, the retention rate and other metrics declined from the previously disclosed figures, while overtime hours were 17.4 hours. - FY2024The target for the percentage of female managers changed from 10.0% to 7.0%, and the metric results were updated.Annual report
「Percentage of female employees in management: 7.0% by March 2026; 6.5%. Percentage of male employees taking childcare leave: 50.0% by March 2026; 42.9%. Gender pay gap: 75.0% by March 2026; 74.4%. Average overtime hours: 15.0 hours/month by March 2026; 17.6 hours/month. Three-year retention rate after joining the company: 90.0% by March 2026; 96.0%. Average paid leave utilization rate: 75.0% by March 2026; 73.0%.」
The human capital metrics through March 2026 were updated. The target for the percentage of female managers changed from 10.0% in the previous disclosure to 7.0%, while the result was 6.5%. The three-year retention rate after joining the company was 96.0%, against a target of 90.0%. - FY2023First statedAnnual report
「To achieve this, the group is strengthening mid-career recruitment to secure diverse talent and has been reforming its personnel systems since November 2021 to strengthen its human resources base. Percentage of female employees in management: 10.0% by March 2026; 4.62%. Percentage of male employees taking childcare leave: 50.0% by March 2026; 37.50%. Gender pay gap: 75.0% by March 2026; 72.99%. Average overtime hours: 15.0 hours/month by March 2026; 19.5 hours/month. Three-year retention rate after joining the company: 90.0% by March 2026; 89.0%. Average paid leave utilization rate: 75.0% by March 2026; 71.0%.」
The company systematically disclosed for the first time targets through March 2026 and current-year results for the percentage of female managers, the rate of male employees taking childcare leave, the gender pay gap, overtime hours, the retention rate and the paid leave utilization rate, using stronger mid-career recruitment and personnel system reforms launched in November 2021 as the means of achieving them.