Enhancing Job Satisfaction by Promoting Women's Advancement and Supporting Work-Life Balance with Childcare and Caregiving
First written in FY2023. 2 of 5 entries say "Restated". Latest entry: FY2026.
- FY2026AdvancedAnnual report
「Accordingly, we have established the Diversity Promotion Project to address challenges and invigorate the organisation. Metric Target FY2025 actual Female employee hiring rate By FY2030 35.0 % 15.3 % Employment rate for people with disabilities By FY2030 2.7 % 1.9 % Male employee rate of taking childcare leave, etc. By FY2030 80 % or higher 77.8 %」
The establishment of the Diversity Promotion Project, the FY2030 targets and FY2025 actual results for KPIs covering women's advancement, employment of people with disabilities and men's use of childcare leave were disclosed. - FY2025AdvancedAnnual report
「Metric Target FY2024 actual Hiring ratio for female employees By FY2030 35.0 % 32.4 % Employment ratio for people with disabilities By FY2030 2.7 % 1.5 % Percentage of male employees taking childcare leave or equivalent By FY2030 80 % or more 66.7 %」
Targets through FY2030 and FY2024 actual results for women's advancement, employment of people with disabilities, and male employees' uptake of childcare leave were disclosed as KPIs. - FY2024-Q3RestatedAnnual report
「During the nine-month cumulative period of the current consolidated fiscal year, there were no material changes in the business or financial issues that the Group should prioritise addressing.」
The Company stated that there had been no significant changes to its priority issues, including women's advancement and support for balancing work, childcare and caregiving. - FY2024-Q2RestatedAnnual report
「During the six-month cumulative period of the current consolidated fiscal year, there were no material changes in the business or financial issues that the Group should prioritise addressing.」
The Company stated that there had been no significant changes to its priority issues, including women's advancement and support for balancing work, childcare and caregiving. - FY2023First statedAnnual report
「The Group seeks to improve job satisfaction by creating a workplace where employees can balance work with childcare or caregiving, enabling all employees to fully exercise their abilities. It is also implementing initiatives to increase the number of women serving as leaders in their workplaces.」
As part of its sustainability-related human resources strategy, support for balancing work with childcare and caregiving, the creation of a supportive work environment, and initiatives to increase the number of women leaders were disclosed separately for the first time. The proportion of women in management positions at the filing company was 2.2%, and the gender pay gap was 70.5% for all employees.