Advancing Women and Diversity Management
First written in FY2019. 3 of 7 entries say "Advanced", first in FY2023. Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
81 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Annual paid leave utilization rate (fiscal year ended March 2026 actual: 72.5%); male childcare leave utilization rate (fiscal year ended March 2026 actual: 100%); qualified personnel ratio (fiscal year ended March 2026 actual: 30.3%); employee turnover rate (fiscal year ended March 2026 actual: 11.2%)」
Regarding human capital and diversity initiatives, the Company updated the fiscal year ended March 2026 figures for the annual paid leave utilization rate, male childcare leave utilization rate, qualified personnel ratio and employee turnover rate. It explained that the qualified personnel ratio exceeded the previous fiscal year’s level, while the employee turnover rate was higher than in the previous fiscal year. - FY2024AdvancedAnnual report
「Annual paid leave utilization rate (fiscal year ended March 2024 actual: 78.1%); male childcare leave utilization rate (fiscal year ended March 2024 actual: 100.0%); qualified personnel ratio (fiscal year ended March 2024 actual: 23.9%); employee turnover rate (fiscal year ended March 2024 actual: 8.2%)」
Regarding diversity management and human capital initiatives, the Company updated the fiscal year ended March 2024 results for the annual paid leave utilization rate, male childcare leave utilization rate, qualified personnel ratio and employee turnover rate. It also describes initiatives including training by organizational level, career development training, a flextime system, telecommuting and paid leave taken in hourly increments. - FY2023AdvancedAnnual report
「The Group will promote its initiatives using the following indicators at the Company and its subsidiaries engaged in the Group’s core systems development business: annual paid leave utilization rate (fiscal year ended March 2023 actual: 73.9%), male childcare leave utilization rate (fiscal year ended March 2023 actual: 100.0%), qualified personnel ratio (fiscal year ended March 2023 actual: 23.6%), and employee turnover rate (fiscal year ended March 2023 actual: 13.6%).」
The Company has advanced its previous policy of promoting women’s advancement and utilizing diverse personnel to disclose specific indicators and results covering the enhancement of human capital, personnel development, a workplace conducive to working, paid leave, male childcare leave, the qualified personnel ratio and the employee turnover rate. - FY2022RaisedAnnual report
「The Group recognizes that work-style reform enabling each individual to maximize their abilities, respect for diversity in personnel including nationality, gender, sexual orientation, age and disability status, and diversity management that incorporates various perspectives and ways of thinking into business activities to enhance the competitiveness of the organization as a whole are essential to the Group’s growth, and aims to achieve sustainable growth as a corporate group by developing an environment in which diverse personnel can thrive.」
The Company has expanded its diversity management policy beyond its previous focus on women’s advancement and the utilization of diverse personnel to explicitly cover nationality, gender, sexual orientation, age and disability status, among other factors. - FY2021RestatedAnnual report
「The Company promotes diversity management to secure and develop outstanding personnel, energize the organization by utilizing personnel with flexible and diverse ideas and values, and build a stronger organizational structure.」
The Company has reaffirmed the promotion of diversity management through securing and developing personnel and utilizing diverse talent as a management priority. - FY2020RestatedAnnual report
「The Company is actively appointing women, increasing the proportion of women in management positions and developing an environment that supports balancing work and family life. Going forward, it aims to achieve sustainable growth as a corporate group by developing an environment in which diverse personnel can thrive.」
The Company has reaffirmed its commitment to promoting diversity through the active appointment of women, increasing the proportion of women in management positions and supporting the balance between work and family life. - FY2019First statedAnnual report
「The Company is actively appointing women, increasing the proportion of women in management positions and developing an environment that supports balancing work and family life. Going forward, it aims to achieve sustainable growth as a corporate group by developing an environment in which diverse personnel can thrive.」
The Company has adopted the active appointment of women, increasing the proportion of women in management positions and support for balancing work and family life as initiatives, and is developing an environment in which diverse personnel can thrive.