Human Capital, Diversity and a Supportive Work Environment
First written in FY2023. 1 of 2 entries say "Advanced", first in FY2026. Latest entry: FY2026.
The whole theme swung hardest in 2022: 2 of 20 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「The Group is promoting “3M activities” as a pillar of its new personnel strategy aimed at further enhancing the value of its human capital. The effective rate of women taking parental leave has been approximately 100% since 2013, while the rate for men has exceeded 70%. The percentage of women in management is 6.1%.」
The Company organised its human capital initiatives as 3M activities focused on increasing income, improving job satisfaction, and creating additional capacity, and expanded them to engagement surveys, reskilling, occupational health and safety, and promotion of parental leave for men. The percentage of women in management was 6.1%, compared with the target of 7.0%. - FY2023First statedAnnual report
「The return-to-work rate after parental leave has been 100% since 2013. The Company will continue to aim for a 100% rate. It will increase the percentage of women in management and other positions. Target percentages: management positions, 7%; other positions, 7%. Since FY2022, the Company has focused particularly on strengthening organisational and team capabilities and on maximising the capabilities of its organisations and teams.」
As an independent disclosure on human capital and diversity, the Company specified a 100% return-to-work rate after parental leave, a target of 7% for the percentage of women in management and other positions, management training, integrity training, work-style systems, and occupational health and safety activities.