Building a diverse talent base, including health and productivity management, work-style reform and women's advancement
First written in FY2020. 8 of 12 entries say "Restated". Latest entry: FY2026.
91 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Human resources are the source of all added value, and we offer multilayered educational opportunities to develop talent from a medium- to long-term perspective. ・"Digital education" to improve the digital proficiency of all employees」
Talent initiatives were systematized to cover company-wide, level-specific, departmental, specialized and digital education. A 100% participation rate in level-specific education for FY2025, a female employee ratio of 16.4% and a male employee childcare leave uptake rate of 75.0% were disclosed. - FY2025-H1RestatedAnnual report
「There have been no material changes in the business and financial issues that our group should prioritize during the current interim consolidated accounting period.」
It is stated that there have been no material changes to the priority issues, including health and productivity management, work-style reform, women's advancement and diversity. - FY2024AdvancedAnnual report
「To systematically increase the number of female employees, we are strengthening recruitment of female new graduates by featuring the achievements of female employees on our website and holding roundtable discussions between students and senior female employees. We are also providing support for diverse working styles for women by creating an environment that makes it easier to balance work and childcare after maternity and childcare leave, operating a comeback program for employees who left the Company for family reasons, and providing education support for skills development according to job type and qualifications.」
Initiatives covering recruitment of women, work-life balance support, a comeback program and education support were made specific. The percentage of female employees was 16.0% against a target of at least 18.0% by FY2025, while the percentage of male employees taking childcare leave was 80.0% against a FY2025 target of 100%. - FY2024-Q3RestatedAnnual report
「During the third quarter of the current consolidated cumulative period, there were no significant changes to the business and financial matters that our group should address as a priority.」
It is stated that there have been no material changes to the priority issues, including health and productivity management, work-style reform, women's advancement and diversity. - FY2024-Q2RestatedAnnual report
「During the second quarter of the current consolidated cumulative period, there were no significant changes to the business and financial matters that our group should address as a priority.」
It is stated that there have been no material changes to the priority issues, including health and productivity management, work-style reform, women's advancement and diversity. - FY2024-Q1RestatedAnnual report
「There have been no material changes in the business and financial issues that our group should prioritize during the cumulative first quarter of the current consolidated fiscal year.」
It is stated that there have been no material changes to the priority issues, including health and productivity management, work-style reform, women's advancement and diversity. - FY2023AdvancedAnnual report
「We will select candidates for management positions, promote follow-up support for their promotion and advancement and active participation in external seminars, and provide support for appointing women to management positions. To support women's work styles, we will help ease concerns about returning to work after maternity and childcare leave, provide work-style support to create an environment where work and childcare can be balanced, provide education support for skills development suited to job type and grade, and provide financial support through enhanced benefits to help cover expenses associated with children's growth. Percentage of female employees 18.0 or higher 15.6」
The talent and diversity initiatives were made specific through the selection of female management candidates, promotion support, external seminars and support for returning to work after maternity and childcare leave. A target of at least 18.0% female employees by FY2025 and a current-year result of 15.6% were disclosed. - FY2023-Q2RestatedAnnual report
「During the second quarter of the current consolidated cumulative period, there were no significant changes to the business and financial matters that our group should address as a priority.」
It is stated that there have been no material changes to the priority issues, including health and productivity management, work-style reform, women's advancement and diversity. - FY2022-Q3RestatedAnnual report
「During the third quarter of the current consolidated cumulative period, there were no significant changes to the business and financial matters that our group should address as a priority.」
It is stated that there have been no material changes to the priority issues, including health and productivity management, work-style reform, women's advancement and diversity. - FY2022-Q2RestatedAnnual report
「During the second quarter of the current consolidated cumulative period, there were no significant changes to the business and financial matters that our group should address as a priority.」
It is stated that there have been no material changes to the priority issues, including health and productivity management, work-style reform, women's advancement and diversity. - FY2022-Q1RestatedAnnual report
「There have been no material changes in the business and financial issues that our group should prioritize during the cumulative first quarter of the current consolidated fiscal year.」
It is stated that there have been no material changes to the priority issues, including health and productivity management, work-style reform, women's advancement and diversity. - FY2020First statedAnnual report
「Promoting diversity, including health and productivity management, work-style reform and the advancement of women, and building a foundation for work-life balance and diverse talent to thrive」
The building of a talent base integrating health and productivity management, work-style reform, women's advancement, diversity and work-life balance was presented independently for the first time as a company-wide initiative.