Addressing Social Issues through SDGs and ESG under the 2030 Long-Term Vision
First written in FY2022. 6 of 7 entries say "Advanced", first in FY2023. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「The 2026 Medium-Term Management Plan positions “implementing measures to increase employee engagement (job satisfaction and purpose in life)” as one of the key human resources strategy issues, with the goal of creating an environment in which employees can pursue job satisfaction and purpose in life while feeling psychologically safe.」
The 2026 Medium-Term Management Plan explicitly identifies employee engagement and psychological safety as human resources strategy issues and outlines measures including improved compensation, career training, and training in economics, finance and asset building. Human capital metrics are 3.1% women in management positions, a 4.7-year difference in average years of service between men and women, and a 75.0% parental leave uptake rate among male employees. - 2026-05-26AdvancedFinancial Results Presentation
「Strategic issues under the 26 Medium-Term Management Plan ・Securing and allocating personnel with a view to achieving the 26 Medium-Term Management Plan ・Developing proactive personnel who can fulfill the roles expected of them ・Implementing measures to increase employee engagement, including job satisfaction and a sense of purpose ・Ensuring thorough compliance」
The company organized its human capital priorities under the medium-term plan as securing and allocating personnel, developing proactive personnel, increasing engagement and ensuring compliance. - FY2025AdvancedAnnual report
「Metric Actual Fiscal year ended March 2025 Target Difference in average years of service between male and female employees 4.3 years Within 5 years Percentage of female employees in management positions 3.3 % At least 10 % Percentage of male employees taking parental leave 57.1 % At least 50 %」
The company specified its human capital metrics and targets, disclosing targets of within 5 years versus a 4.3-year difference in average years of service between men and women, at least 10% versus 3.3% women in management positions, and at least 50% versus a 57.1% parental leave uptake rate among male employees. Initiatives including remote work, flextime and training are also continuing. - FY2024AdvancedAnnual report
「(Targets set in the action plan) ・Raise the percentage of women in management positions to at least 10% (3.3% as of the end of the fiscal year under review). ・Maintain the difference in average years of service between men and women at no more than 5 years (4.3 years as of the end of the fiscal year under review). In addition, the 2023 Medium-Term Management Plan defines “creating job satisfaction and purpose in life” as the guiding principle of the personnel system and sets specific targets, including “appointing at least 1 woman to a leadership position each year,” while seeking to ensure diversity within the company.」
Regarding the human capital and diversity targets under the 2030 Long-Term Vision and the 2023 Medium-Term Management Plan, the company discloses targets of at least 10% women in management positions and the appointment of at least 1 woman to a leadership position each year, as well as the results as of the end of the fiscal year under review: 3.3% and 4.3 years, respectively. - FY2024-Q3AdvancedAnnual report
「Selling, general and administrative expenses increased to ¥2,300.961 million, up 5.7% year on year, owing to higher personnel expenses from wage increases as part of investment in human capital, higher education and training expenses, increased costs for developing the foundation of the R&D structure based on the investment plan, and higher costs associated with the systemization of operations,」
As specific human capital investment initiatives, the company disclosed higher wages and increased spending on education and training for talent development. In addition to the targets for the percentage of women in management positions and other metrics presented in FY2023, it has disclosed investments in human capital. - FY2023AdvancedAnnual report
「(Targets set in the action plan) ・Raise the percentage of women in management positions to at least 10% (3.2% as of the end of the fiscal year under review). ・Maintain the difference in average years of service between men and women at no more than 5 years (4.9 years as of the end of the fiscal year under review). In addition, the 2023 Medium-Term Management Plan defines “creating job satisfaction and purpose in life” as the guiding principle of the personnel system and sets specific targets, including “appointing at least 1 woman to a leadership position each year.”」
The 2030 Long-Term Vision explicitly addresses human capital and female talent, setting specific targets of at least 10% women in management positions, a difference of no more than 5 years in average length of service between men and women, and the appointment of at least 1 woman to a leadership position each year. - FY2022First statedAnnual report
「We formulated our 2030 Long-Term Vision. We will accurately identify opportunities and risks from an ESG (environmental, social and governance) perspective and reflect them in management. ・Reduce the raw materials used ・Develop technologies and products that contribute to the wider adoption of robotic systems and provide solutions ・Switch consumables and other products from plastic to paper ・Develop and provide products that contribute to infection prevention ・Implement power-saving measures in our own buildings and utilise solar power generation ・Minimise industrial waste ・Undertake structural reforms to ensure stable procurement and supply ・Establish an optimal production system based on our on-site capabilities ・Create a comfortable working environment」
The company newly formulated its 2030 Long-Term Vision and stated that it would reflect an ESG perspective in management. It lists specific initiatives including reducing raw materials, switching to paper products, using solar power generation, reducing waste, ensuring stable procurement, establishing an optimal production system and improving the workplace environment.