Occupational Safety, Diversity and Work-Style Reform
First written in FY2019. 6 of 11 entries say "Advanced", first in FY2021-Q1. Latest entry: FY2026.
8 other companies' latest entry also says "Reframed".
- FY2026ReframedAnnual report
「The Group organizes this strategy around three elements, “individual activation,” “organizational activation” and “DE&I.” Through the “Nitto-style human capital management model,” which links these elements to performance indicators, we identify gaps between the desired state and the current situation, thereby facilitating effective implementation of the strategy.」
Human capital initiatives were reorganized as the “Nitto-style human capital management model,” linking the three elements of individuals, organizations and DE&I with performance indicators. - 2026-05-23RaisedGeneral Meetings of Shareholders
「The company will foster a culture of “Enjoying the Challenge” and transform its human resources and development programs.」
The company reorganized human capital management as a support measure under the new medium-term management plan and set fiscal 2028 targets of an engagement score of 84 and a challenge ratio of 70%. - FY2025AdvancedAnnual report
「The ratio of women leaders rose 2 percentage points overall year on year to 22% in fiscal 2024. The challenge ratio rose 4 percentage points from 37% in the previous fiscal year to 41% in fiscal 2024.」
The ratio of women leaders was 22% and the challenge ratio was 41%, with both increasing from the previous fiscal year. - FY2024AdvancedAnnual report
「The ratio of women leaders was 20% in fiscal 2023. The initiative was implemented globally in fiscal 2023. “Engagement score” is included among the management targets for 2030. Through steady activities at each company and site, the “sustainable engagement” score rose significantly from 74 in fiscal 2021 to 81 in fiscal 2023.」
The ratio of women leaders was 20%, while the engagement score improved from 74 in fiscal 2021 to 81 in fiscal 2023. Initiatives to develop women leaders and promote engagement were updated together with the measurement results. - FY2023RaisedAnnual report
「Women leaders as a percentage of total leaders (7) 19% 24% 30%」
The previous 21% target for women in management positions was changed to multiyear targets for the ratio of women leaders: 24% for fiscal 2025 and 30% for fiscal 2030. - FY2022AdvancedAnnual report
「During the current consolidated fiscal year, we appointed personnel responsible for promoting women’s advancement, shared the direction of the Group’s D&I initiatives and accelerated those initiatives.」
Personnel responsible for promoting women’s advancement were appointed, establishing a framework for sharing the Group’s D&I policy and accelerating initiatives. - FY2022-Q3RestatedAnnual report
「We have also set a non-financial target of a 21% global ratio of women in management positions.」
The 21% non-financial target for the global ratio of women in management positions has been reiterated. - FY2022-Q2AdvancedAnnual report
「We have also set a non-financial target of a 21% global ratio of women in management positions.」
As a diversity initiative, a measurable non-financial target was newly set for women to account for 21% of management positions globally. - FY2021AdvancedAnnual report
「The Group is working to recruit and develop talent in various fields by strengthening its internship programs and implementing various open-enrollment training programs and workshops.」
As part of its response to human resources and the working environment, the Company established specific recruitment and development mechanisms through internships, training and workshops. - FY2021-Q1AdvancedAnnual report
「In response to COVID-19, the Nitto Group prioritized employee safety, promoted telework and took measures in accordance with requests from the governments of each country.」
As part of its response to occupational safety and work styles, the Company promoted telework, giving employee safety the highest priority during COVID-19. - FY2019First statedAnnual report
「The Group is currently improving the working environment by pursuing initiatives in occupational safety, promoting diversity and reforming work styles.」
Occupational safety, diversity and work-style reform were newly described as specific measures to improve the working environment.