Target Setting for the Gender Pay Gap, Percentage of Women in Management, Rate of Men Taking Parental Leave, and Other Indicators
First written in FY2024. 1 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
43 other companies' latest entry also says "Other".
- FY2026Updated human capital metricsAnnual report
「Fiscal year ended January 2025 Results Fiscal year ended January 2026 Results Target (fiscal year ending January 2027) Gender pay gap 46.4% 46.5% 40% or less Proportion of women in management 0.0% 0.0% 10% or more Rate of men taking childcare leave — — 100% Paid leave utilization rate 93.8% 41.8% 50% or more」
The gender pay gap was updated from 46.4% to 46.5%, and the paid leave utilization rate from 93.8% to 41.8%. The targets for the fiscal year ending January 2027 have been maintained. - FY2025AdvancedAnnual report
「Fiscal year ended January 2024 Results Fiscal year ended January 2025 Results Target (fiscal year ending January 2027) Gender pay gap 52.5% 46.4% 40% or less Proportion of women in management 0.0% 0.0% 10% or more Rate of men taking childcare leave Not applicable Not applicable 100% Paid leave utilization rate 75.9% 93.8% 50% or more」
The gender pay gap changed from 52.5% to 46.4%, while the paid leave utilization rate changed from 75.9% to 93.8%. The targets for the fiscal year ending January 2027 have been maintained. - FY2024First statedAnnual report
「Fiscal year ended January 2024 Results Target (fiscal year ending January 2027) Gender pay gap 52.5% 40% or less Proportion of women in management 0.0% 10% or more Rate of men taking childcare leave Not applicable 100% Paid leave utilization rate 75.9% 50% or more」
With the fiscal year ending January 2027 as the target deadline, the Company set targets of a gender pay gap of 40% or less, women accounting for at least 10% of management, a 100% rate of men taking childcare leave, and a paid leave utilization rate of at least 50%.