Announced details
Promotion of women’s advancement, management of managers, workplace environment improvement
Percentage who believed women experience issues and difficulties in the workplace: 69.6% to 91.1%; percentage who strongly wanted to deepen their understanding of the impact of women-specific health changes on work: 23.2% to 50.0%; percentage who strongly believed there were ways the organization could contribute: 12.5% to 37.5%; respondents who gained new insights: 98.2%; respondents who found the training beneficial from a management perspective: 96.4%; percentage who felt they were creating an atmosphere conducive to taking parental leave, reduced-hours work, menstrual leave and similar programs: 57.1% to 44.6%
56 male managers attended the training; 96.4% of respondents provided specific comments describing new insights or changes in awareness in the open-ended responses
Renxa株式会社 is a core company of, and group company within, INEST株式会社
2026 Health and Productivity Management Organization certification
3-13-3 Higashi-Ikebukuro, Toshima-ku, Tokyo
In this announcement the company addresses none of Contract Value / Offering price / Impact on Business Performance.
Teikoku Databank, “Corporate Attitudes Toward the Promotion of Women (2025)”; Ministry of Economy, Trade and Industry, “Estimation of Economic Losses Caused by Women-Specific Health Issues and the Need for Health and Productivity Management,” fiscal 2024
| Item | Details |
|---|---|
| Names of Products / Services Covered | Management training to transform relationships with female subordinates |
| Relationship with the Company | Renxa株式会社 is a core company of, and group company within, INEST株式会社 |
| Launch date | June 2026 (already conducted) |
| Applicable area | Promotion of women’s advancement, management of managers, workplace environment improvement |
| Award/certification name | 2026 Health and Productivity Management Organization certification |
| Location | 3-13-3 Higashi-Ikebukuro, Toshima-ku, Tokyo |
| Quantitative Effects | Percentage who believed women experience issues and difficulties in the workplace: 69.6% to 91.1%; percentage who strongly wanted to deepen their understanding of the impact of women-specific health changes on work: 23.2% to 50.0%; percentage who strongly believed there were ways the organization could contribute: 12.5% to 37.5%; respondents who gained new insights: 98.2%; respondents who found the training beneficial from a management perspective: 96.4%; percentage who felt they were creating an atmosphere conducive to taking parental leave, reduced-hours work, menstrual leave and similar programs: 57.1% to 44.6% |
| Usage history | 56 male managers attended the training; 96.4% of respondents provided specific comments describing new insights or changes in awareness in the open-ended responses |
| Source | Teikoku Databank, “Corporate Attitudes Toward the Promotion of Women (2025)”; Ministry of Economy, Trade and Industry, “Estimation of Economic Losses Caused by Women-Specific Health Issues and the Need for Health and Productivity Management,” fiscal 2024 |
Items this document does not state (9)
These are items the company does not state in this document. We do not leave them blank, nor fill them in from other sources or by inference.
The reasons the company gives
The company's own explanation, not something inferred from the numbers.While the training deepened participants’ understanding of the issues women face and the significance of addressing them as an organization, it also heightened awareness that the current workplace atmosphere is not sufficiently conducive to using these programs.