2030 Targets for Human Capital and Diversity
First written in FY2023. 3 of 4 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2026: 4 of 25 companies on the "Worse" side.
9 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「To fundamentally strengthen its competitiveness in recruitment, the company raised the starting salary to ¥300,000 for university-graduate career-track employees and ¥260,000 for high-school-graduate skilled employees. In April 2026, it further revised these salaries to ¥315,000 and ¥275,000, respectively.」
Regarding human capital and diversity, the proportion of female employees increased from 16% to 18% and the proportion of female managers from 4% to 6%; the company also added higher starting salaries and a 2030 target of an 85% childcare leave uptake rate for male employees. - 2026-05-15AdvancedEarnings
「We are also working to create an organizational culture in which employees can continue working with vitality, pride and a sense of fulfillment as members of the group, through initiatives to diversify our workforce and improve engagement.」
Human capital and diversity initiatives continue to expand into workforce diversification, higher engagement and the development of an organizational culture. - FY2025AdvancedAnnual report
「Composition of each employee attribute among all career-track employees」
Regarding human capital and diversity, the company updated its results and 2030 targets, including a 16% proportion of female employees, a 3% proportion of foreign-national employees, a 30% proportion of mid-career hires, and a 4% proportion of female managers in fiscal 2024. It also disclosed its certification as a 2025 Certified Health and Productivity Management Outstanding Organization. - FY2023First statedAnnual report
「For the two areas of improving the composition of employee attributes among career-track employees and promoting core talent from each attribute group, we will set milestones and continue our efforts to secure diversity by focusing on the rate at which male employees take childcare leave and the gender pay gap.」
Regarding human capital and diversity, the company has systematically disclosed, for the first time, targets to increase the proportion of female employees from 15% in fiscal 2022 to 20% in 2030, maintain the proportion of foreign-national employees at 2%, increase the proportion of female managers from 4% to 10% by 2030, and set the proportion of managers who are foreign nationals and mid-career hires at 28% each.