Advancement of Women and Foreign-National Employees and Support for Balancing Work and Childcare
First written in FY2016. 5 of 9 entries say "Advanced", first in FY2017. Latest entry: FY2026.
81 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Women accounted for 3.8% of management positions in Japan and 11.2% on a consolidated basis at the end of fiscal 2023, but these initiatives lifted the figures to 6.3% in Japan and 13.0% on a consolidated basis at the end of fiscal 2025. Effective 1 April 2026, 8 additional women were promoted to management positions, raising the percentages further to 7.6% in Japan and 13.5% on a consolidated basis.」
The percentage of women in management positions rose to 13.0% on a consolidated basis and to 13.5% as of 1 April 2026. Recruitment and leadership development are continuing toward the GLP2026 target of at least 15% on a consolidated basis. - FY2025AdvancedAnnual report
「Women accounted for 3.8% of management positions in Japan and 11.2% on a consolidated basis at the end of fiscal 2023, but these initiatives lifted the figures to 6.2% in Japan and 12.0% on a consolidated basis at the end of fiscal 2024. Effective 1 April 2025, 6 additional women were promoted to management positions, raising the percentages further to 7.0% in Japan and 12.3% on a consolidated basis. The company will continue to promote recruitment and develop leaders, aiming to achieve its GLP2026 target of at least 15% women in management positions on a consolidated basis.」
The percentage of women in management positions rose to 12.0% on a consolidated basis and to 12.3% at the start of the following fiscal year. The company also outlined its GLP2026 target of at least 15% and its recruitment and leadership-development initiatives. - FY2023AdvancedAnnual report
「To promote women's advancement, the company is focusing on recruitment, career development and retention so that women can pursue their careers while balancing their personal lives and work and become more directly involved in business growth and the enhancement of corporate value. From fiscal 2022, it established a new management career track that allows employees to work in line with their life stage and lifestyle.」
Women accounted for 10.5% of management positions on a consolidated basis globally, and the company introduced management career tracks tailored to employees' life stages and a telework system. In March 2023, it also obtained the highest, third-level Eruboshi certification. - FY2022AdvancedAnnual report
「Women account for 2.8% of management positions in Japan and 10.9% globally, meaning that the company is still working toward its targets, but initiatives to promote the appointment of women to management positions are progressing through stronger recruitment of new graduates and mid-career hires, particularly women in technical roles, institutional support for flexible working arrangements, and the creation of multiple management career tracks through new career paths that place greater emphasis on work-life balance.」
The company disclosed that women account for 2.8% of management positions in Japan and 10.9% globally, and outlined specific measures to promote their appointment through recruitment, flexible working arrangements and multiple career paths. - FY2018RestatedAnnual report
「The Company is actively hiring foreign national employees and women, and has also worked to improve the workplace environment by establishing various systems to support balancing work and childcare, including leave, childcare leave and return-to-work systems before and after childbirth and during childcare, as well as reduced-hours work.」
Continues hiring foreign national employees and women, supporting work-life balance and reducing long working hours. It also discloses that women accounted for 19% of employees and that the rate of appointment of women to management positions was 47%. - FY2017AdvancedAnnual report
「To support balancing work and childcare, the Company has actively worked to improve the workplace environment by establishing various systems, including leave, childcare leave and return-to-work systems before and after childbirth and childcare, as well as reduced-hours work. As of the end of fiscal 2016, women accounted for 19% of all employees globally, while the rate of appointment of women to management positions was 47% of the rate for men, which was set at 100.」
In addition to establishing systems to support work-life balance, disclosed that women accounted for 19% of global employees and that the rate of appointment of women to management positions was 47% at the end of fiscal 2016. - FY2017-Q3RestatedAnnual report
「Respect for diversity, including creating an environment in which women and foreign national employees can thrive and promoting the employment of people with disabilities」
Reiterates creating an environment in which women and foreign national employees can thrive and promoting the employment of people with disabilities as diversity initiatives. - FY2017-Q2RestatedAnnual report
「Respect for diversity, including creating an environment in which women and foreign national employees can thrive and promoting the employment of people with disabilities」
Reiterates the promotion of employment of people with disabilities as a diversity initiative, in addition to creating an environment in which women and foreign national employees can thrive. - FY2016First statedAnnual report
「Led by the department established in April 2016 with overall responsibility for promoting diversity, the Company will provide and disseminate relevant information to all employees, raise awareness and promote understanding.」
Established a department responsible for diversity in April 2016 and has promoted awareness of relevant systems and awareness-raising initiatives. It states that women accounted for 19% of all employees at the end of fiscal 2015 and that the rate of appointment of women to management positions was 44% when the rate for men was set at 100.