Embracing and Leveraging Workforce Diversity
First written in FY2019. 5 of 6 entries say "Advanced", first in FY2021. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「Proportion of female employees in management positions 5% by 2028 6.1% Percentage of male employees taking childcare leave Through 2027 Maintain at least 80% 86.7%」
The actual female management ratio was 6.1% and the childcare-leave uptake rate among male employees was 86.7%, exceeding the respective target levels of 5% by 2028 and maintaining at least 80% through 2027. - FY2025AdvancedAnnual report
「Proportion of female employees in management positions (Note 1) 5% by 2028 Actual (fiscal year under review): 2.8% Percentage of male employees taking childcare leave (Note 2) Maintain at least 80% through 2027 90.0%」
As diversity metrics, the company disclosed a target of 5% female representation in management by 2028 and a target of maintaining a childcare-leave uptake rate of at least 80% among male employees through 2027, together with results for the fiscal year under review. - FY2024AdvancedAnnual report
「The company has set a target of a female full-time employee ratio of at least 30% by 2030. …Metrics and targets Proportion of female employees in management positions: 8% by 2030; actual: 1.5% Percentage of male employees taking childcare leave: 100% by 2030; actual: 84.6%」
In addition to the target of a female employee ratio of at least 30%, the company disclosed targets of an 8% female management ratio and a 100% childcare-leave uptake rate among male employees by 2030, together with results for the fiscal year under review. - FY2023AdvancedAnnual report
「As an initial target, we have set the goal of raising the proportion of female full-time employees to at least 30% by 2030 and are implementing various measures.」
For workforce diversity, the company set a quantitative target of a female full-time employee ratio of at least 30% by 2030 and specified measures including a project for female employees, an employee awareness survey and career training. - FY2021AdvancedAnnual report
「To this end, under appropriate labor management, we will focus on developing human resources to place the right people in the right positions, establishing diversity management through the development of a personnel evaluation system from a global perspective, and educating evaluators.」
The company translated its policies for securing and leveraging a diverse workforce into specific measures, including a global evaluation system, diversity management and evaluator training. - FY2019First statedAnnual report
「Embracing and leveraging workforce diversity To create innovative technologies and products, we are working to establish an organizational environment in which each employee from a diverse background can fully demonstrate their abilities and ideas arising from diverse values are respected. …We will also develop a work environment in which a diverse workforce can continue to play an active role over the long term, including by beginning to consider the introduction of telework.」
For the first time, the company explicitly described developing an environment in which a diverse workforce can remain employed through measures including shorter working hours, encouraging employees to take childcare leave and considering the introduction of telework.