Securing and Developing Outstanding Talent and Creating a Supportive Work Environment
First written in FY2020. 7 of 11 entries say "Advanced", first in FY2024. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「Percentage of female employees in management positions Through the end of 2029 Maintain at 50% or more 88%／Percentage of male regular employees taking childcare leave By the end of 2026 50% or more 100%」
The percentage of female managers increased from the previously reported 79% to 88%. The childcare leave uptake rate among male employees was 100%, exceeding the target of at least 50% by the end of 2026. - FY2025AdvancedAnnual report
「Percentage of female employees in management positions: Maintain at least 50% by the end of 2029: 79% / Paternity leave take-up rate among male employees (regular employees): At least 50% by the end of 2025: 100%」
The percentage of women in management positions increased from the previous result of 78% to 79%, and the target of maintaining at least 50% through the end of 2029 remains in place. The paternity leave take-up rate among male employees was 100%, exceeding the target of at least 50% by the end of 2025. Increasing employees’ long-term motivation to contribute through restricted stock is also listed as a measure. - FY2024AdvancedAnnual report
「Percentage of female employees in management positions: Maintain at least 50% by the end of 2029: 78% / Paternity leave take-up rate among male employees (regular employees): At least 50% by the end of 2025: 100%」
For the first time, the company specified deadlines, targets and current-year results for the percentage of women in management positions and the paternity leave take-up rate among male employees. - FY2023RestatedAnnual report
「② The company will actively appoint women to management positions and continue creating more opportunities for them to play an active role. / ② The company has established the childcare-focused consultation service “Hataraku Mirai Consultation Service,” where mental health professionals respond to and support employees dealing with childcare-related concerns.」
The company continues creating a supportive work environment through training, the workplace environment, personnel systems, the appointment of women to management positions, consultation services and employee benefits. - FY2022RestatedAnnual report
「To this end, the company will continue enhancing its in-house training programs and the quality of training, creating a work environment that maintains and promotes employee health, establishing appropriate personnel systems and assigning the right people to the right positions, thereby fostering an environment in which employees can work comfortably, maintain their motivation and develop a strong organizational culture.」
The company continues to pursue its policy of securing and developing personnel through training, the work environment, personnel systems and personnel allocation. - FY2021RestatedAnnual report
「Throughout the year, the company will conduct proactive recruitment activities nationwide, including the hiring of new graduates, while focusing on creating a supportive work environment through enhanced employee housing and training programs and improved employment conditions.」
The company continues its policy of securing and developing personnel through recruitment, employee housing, training and improved employment conditions. - FY2020First statedAnnual report
「Throughout the year, the company will conduct proactive recruitment activities nationwide, including the hiring of new graduates, while focusing on creating a supportive work environment through enhanced employee housing and training programs and improved employment conditions.」
The company will secure and develop personnel through the recruitment of licensed childcare workers, dietitians and nurses, employee housing, training and improved employment conditions.