Promoting women's advancement and proactive appointment
First written in FY2016. 4 of 10 entries say "Advanced", first in FY2020. Latest entry: FY2026.
Maezawa Kyuso Industries moved to the "Worse" side of this theme in 2026.
0 other companies' latest entry also says "Reframed".
- FY2026ReframedAnnual report
「Regardless of gender, nationality or time of recruitment, we appoint personnel based on their abilities and individual merits. Recognizing that employees with diverse perspectives and values are a driving force behind our sustainable growth and the enhancement of corporate value over the medium to long term, as well as an important form of capital, we are working to develop working environments and systems in which they can make further contributions.」
The policy has been broadened from a target for the proportion of female managers to a merit-based appointment policy regardless of gender, nationality or time of recruitment. Targets have been set for the proportion of women at assistant manager level, a prerequisite for appointing female managers, to reach at least 10% by 2031, from 4.2% in the current fiscal year, and for the proportion of women assigned to the Production Division to reach 20% by 2031, from 15.4%. - FY2025AdvancedAnnual report
「Under the General Employer Action Plan formulated pursuant to the Act on Promotion of Women’s Participation and Advancement in the Workplace, the company has set a target of raising the proportion of female managers to at least 5% by 2026, from the current 4.7%, and is working toward it. It has introduced a training program to select and appoint future management candidates and is working to improve their capabilities and awareness.」
The current proportion of female managers has risen from 3.7% in the previous fiscal year to 4.7%, and the target of at least 5% by 2026 and the training program remain in place. The company has disclosed a 50.0% rate of male employees taking childcare leave. - FY2024AdvancedAnnual report
「The company has set a target of raising the proportion of female managers to at least 5% by 2026, from the current 3.7%, and is working toward it. It has introduced a training program to select and appoint future management candidates and is working to improve their capabilities and awareness.」
The current proportion of female managers has been updated from 2.2% to 3.7%, and the target of at least 5% by 2026 and the training program remain in place. The company has disclosed a 40.0% rate of men taking childcare leave. - FY2023AdvancedAnnual report
「The company has set a target of raising the proportion of female managers to at least 5% by 2026, from the current 2.2%, and is working toward it. It has introduced a training program to select and appoint future management candidates and is working to improve their capabilities and awareness.」
The policy on workforce diversity has been translated into specific targets and measures, including raising the proportion of female managers to at least 5% by 2026, a training program and arrangements for flexible working. The company has also set indicators such as a 100% rate of men taking childcare leave. - FY2022ReframedAnnual report
「To secure talented employees who will support medium- to long-term growth, we will respect our people by developing human resources management, education and training systems suited to the changing times, and providing a rewarding work environment through health and productivity management.」
The scope of the theme has been broadened from the previous focus on women’s advancement, work-style reform and workforce diversity to respect for our people, including human resources management, education and training, health and productivity management, and job satisfaction. - FY2021RestatedAnnual report
「We will minimize the impact through the promotion of work-style reform and workforce diversity, thereby contributing to the company’s sustainable development.」
The company has reconfirmed its policy of linking work-style reform and workforce diversity to sustainable development, together with its response to infectious diseases. - FY2020AdvancedAnnual report
「In response to the recent spread of COVID-19, our group established an Emergency Response Headquarters to protect the lives and livelihoods of employees, their families and other relevant parties, and is working to reduce infection risks through thorough preventive measures and telework.」
In addition to the previous policies on work-style reform and workforce diversity, the company established an Emergency Response Headquarters and implemented telework. - FY2018ReframedAnnual report
「5. We will promote workplace reform, pursue greater workforce diversity, and link these efforts to the company's sustainable development.」
The scope has been broadened from the previous focus on women’s advancement and proactive recruitment to a wider range of workforce and employment themes, including work-style reform and workforce diversity. - FY2017RestatedAnnual report
「To ensure diversity among its human resources, the company will promote women's advancement and proactively appoint women to positions.」
The company has restated the promotion of women's advancement and proactive appointment as an issue to address. - FY2016First statedAnnual report
「To ensure diversity among its human resources, the company will promote women's advancement and proactively appoint women to positions.」
The company identifies women's advancement and appointment as measures to promote workforce diversity.