Development of Specialist Talent, Promotion of Diversity, and Creation of a Supportive Workplace Environment
First written in FY2023. 2 of 3 entries say "Advanced", first in FY2024. Latest entry: FY2026.
108 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「During the fiscal year, as part of our Human Rights Week initiatives, we provided short human rights training via video to ensure learning opportunities directly connected to conduct in daily work and the workplace. We also provided harassment training for all employees to promote appropriate workplace communication and greater awareness of prevention.」
We implemented specific human capital initiatives, including human rights and harassment training, organizational surveys, interviews with managers and evaluator training. Women accounted for 11.1% of hires, against a target of at least 20%; women accounted for 12.9% of managers, and the paid leave utilization rate was 83.2%. - FY2024AdvancedAnnual report
「To enable each employee to make fuller use of their abilities, we introduced a new personnel system on 1 April 2024. Under the new system, we also established management and specialist career tracks to diversify career paths for utilizing talent.」
We introduced a new personnel system on 1 April 2024 and established management and specialist career tracks. We also continue to pursue the target of women accounting for at least 20% of hires during the period from April 2022 to March 2027, as well as a 100% health examination participation rate. - FY2023First statedAnnual report
「We aim to be a professional organization that makes the fullest use of each individual's advanced expertise to maximize our contribution to customers as an organization. We are therefore pursuing initiatives focused on fair treatment, diversity and inclusion, work-life balance, creating a comfortable work environment and promoting health management. These initiatives are included in the General Employer Action Plan under the Act on Promotion of Women's Participation and Advancement in the Workplace. The plan covers the five-year period from 1 April 2022 to 31 March 2027 and sets a numerical target of women accounting for at least 20% of hires, including both new graduates and mid-career hires.」
For the first time, we provided a consolidated disclosure on human capital, identifying fair treatment, diversity and inclusion, work-life balance, health management and talent development as key issues. We set out a five-year vision and skills map for new employees and provide OJT, off-the-job training and other programs over six months, as well as targets including a 100% health examination participation rate and women accounting for at least 20% of hires.