Flexible cross-functional organisation, a supportive working environment and diversity
First written in FY2023. . Latest entry: FY2026.
- FY2026Update to human capital metricsAnnual report
「45.5 66.7 63.6 81.3 71.4」
As human capital indicators for the current fiscal year, the company disclosed a 45.5% proportion of women in management, a 66.7% rate of male employees taking childcare leave, and gender pay gaps of 63.6% for all employees, 81.3% for regular employees, and 71.4% for part-time and fixed-term employees. - FY2024Human Capital Metrics DisclosureAnnual report
「Percentage of women among managers (%) 30.0; percentage of male employees taking childcare leave (%) 100.0; gender pay gap (%) — all employees 64.2, regular employees 80.9, part-time and fixed-term employees 55.9」
In addition to a flexible organization, a scheduled-departure system, remote work and diversity initiatives, the company disclosed the percentage of women in management, the percentage of male employees taking childcare leave and the gender pay gap for the current fiscal year as specific indicators. - FY2023First statedAnnual report
「We are focusing on building a flat organization that can flexibly operate across functions, making it easier to carry out operations even when new work arises or staffing is insufficient. We are also promoting a comfortable working environment through measures such as a scheduled-departure system and remote work, as well as initiatives to promote diversity, including having women and foreign nationals in management positions. We will continue to promote measures aimed at ensuring diversity.」
The company has, for the first time, explicitly described a flat, cross-functional organization, a scheduled-departure system and remote work, and the presence of diverse managers as initiatives relating to human capital and the workplace environment.