An Environment in Which People Can Grow and the Development of Global Talent
First written in FY2016. 1 of 8 entries say "Reframed", first in FY2017. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 39 companies on the "Worse" side.
- FY2026Revision of Mandatory-Retirement Reemployment System and Update of Human Capital MetricsAnnual report
「To create an environment in which senior employees can continue working with motivation, we revised our mandatory-retirement reemployment system in April 2026 and revamped our compensation structure and evaluation and treatment systems.」
As a human capital initiative, the company revised its mandatory-retirement reemployment system from April 2026 and revamped its compensation structure and evaluation and treatment systems. It also disclosed metrics including a female-manager ratio of 4.8% and a childcare leave uptake rate of 54.5% among male employees. - FY2025Human Capital Metrics Updated and Additional DisclosuresAnnual report
「With respect to diversity in human capital, our basic policy is to continue proactive recruitment activities without regard to gender, nationality or age, and to actively appoint outstanding personnel, including mid-career hires, to management positions. While the appointment of foreign nationals and mid-career hires to management positions has progressed sufficiently, we have set a target of increasing the number of female managers from the current level. Percentage of managers who are women: 4.2% Childcare leave uptake rate among male employees: 38.8% Gender pay gap: all employees, 60.6%; regular employees, 79.0%; part-time and fixed-term employees, 72.1%」
The company has reiterated its target of increasing the number of female managers from the current level and disclosed a female-manager ratio of 4.2%, a childcare leave uptake rate of 38.8% among male employees, and the gender pay gap. - FY2024Actual Female-Manager Ratio DisclosedAnnual report
「With respect to diversity in human capital, our basic policy is to continue proactive recruitment activities without regard to gender, nationality or age, and to actively appoint outstanding personnel, including mid-career hires, to management positions. While the appointment of foreign nationals and mid-career hires to management positions has progressed sufficiently, we have set a target of increasing the number of female managers from the current level.」
The company has reiterated its target of increasing the number of female managers from the current level and disclosed that women account for 4.6% of managers at the filing company. - FY2023Target for Increasing the Number of Female Managers Explicitly StatedAnnual report
「With respect to diversity in human capital, our basic policy is to continue proactive recruitment activities without regard to gender, nationality or age, and to actively appoint outstanding personnel, including mid-career hires, to management positions. While the appointment of foreign nationals and mid-career hires to management positions has progressed sufficiently, we have set a target of increasing the number of female managers from the current level.」
The company has reaffirmed its policy of recruiting and appointing diverse talent and has stated for the first time a target of increasing the number of female managers from the current level. - FY2022New Working Arrangements Explicitly AddressedAnnual report
「As the COVID-19 pandemic has created a need for ways of working different from those of the past, our group will pursue new working arrangements.」
In addition to conventional human resources development and efforts to create a comfortable working environment, the company has explicitly identified pursuing new working arrangements prompted by the COVID-19 pandemic as a priority. - FY2020RestatedAnnual report
「In addition to these priorities, as stated in our management philosophy, our group will actively pursue challenges for the future, the growth of human resources, respect for stakeholders and enhanced communication, with the aim of becoming a company that develops together with society and contributes to society.」
The company has reaffirmed the growth of human resources and communication with stakeholders as ongoing priorities based on its management philosophy. - FY2017ReframedAnnual report
「Our basic policies are to establish a global human resources system and develop personnel with strong customer-service capabilities. On that basis, we will actively promote the appointment and recruitment of personnel without regard to gender, age or nationality. We will also review work-life balance, promote highly productive ways of working and work to create a comfortable working environment.」
The company has developed its previous policy of recruiting and developing global talent into a broader human resources policy covering a global human resources system, diversity, customer-service capabilities and work-life balance. - FY2016First statedAnnual report
「We will work to create a vibrant, attractive and growing corporate group, create an environment where people can grow, and recruit and develop global talent.」
The company treats the growth of the corporate group, an environment where people can grow, and the recruitment and development of global talent as integrated priorities.