Human Capital, Diversity and a Supportive Work Environment
First written in FY2023. 1 of 7 entries say "Reframed", first in FY2025. Latest entry: FY2026.
18 other companies' latest entry also says "Other".
- FY2026Human capital targets continue, while performance varies by metric, with some targets missed and others achievedAnnual report
「Percentage of women among new graduate hires for general-track positions At least 35.0% by 31 March 2027 7.7% Percentage of women in management positions At least 20.0% by 31 March 2027 11.1% Percentage of male employees taking childcare leave At least 50.0% by 31 March 2027 100.0%」
The targets of at least 35% women among new hires, at least 20% women in management positions and a 50% or higher rate of male employees taking childcare leave by 31 March 2027 remain in place. Actual results were 7.7% for women among new hires, 11.1% for women in management positions and 100% for male employees taking childcare leave. - FY2025ReframedAnnual report
「We recognize that increasing the number of officers and employees is essential to our sustainable growth and the enhancement of corporate value over the medium to long term. As a target, we aim to have a workforce of 250 officers and employees, excluding part-time employees, by the end of the fiscal year ending March 2030. To achieve this, we will actively invest in human capital, improve employee engagement and secure outstanding talent. Our targets are for women to account for at least 35.0% of new graduate hires for general-track positions by 31 March 2027, women to account for at least 20.0% of management positions by the same date, and at least 50.0% of male employees to take childcare leave by the same date.」
The human capital target framework was updated, with a new target of a workforce of 250 officers and employees by the end of the fiscal year ending March 2030. Diversity-related targets were set at at least 35% women among new hires, at least 20% women in management positions and a 50% or higher rate of male employees taking childcare leave by 31 March 2027. Actual results for the fiscal year were 55.6%, 13.8% and 100.0%, respectively. - FY2024Mixed performance across human capital metricsAnnual report
「Percentage of women among new graduate hires for general-track positions At least 35.0% by 31 March 2025 22.2% Difference in average length of service between men and women in general-track positions No more than 5.5 years by 31 March 2025 2.9 years Percentage of male employees taking childcare leave At least 20.0% by 31 March 2025 100.0%」
Against the targets for 31 March 2025, the percentage of women hired was 22.2%, the difference in length of service between men and women was 2.9 years, and the percentage of male employees taking childcare leave was 100.0%. Actual results varied by metric from the previous fiscal year. - FY2023First statedAnnual report
「Percentage of women among new graduate hires for general-track positions At least 35.0% by 31 March 2025 35.7% Difference in average length of service between men and women in general-track positions No more than 5.5 years by 31 March 2025 3.1 years Percentage of male employees taking childcare leave At least 20.0% by 31 March 2025 0.0%」
The company disclosed numerical targets and actual results for human capital and diversity for the first time. It set targets for recruitment, the difference in length of service between men and women, and the rate of male employees taking childcare leave through 31 March 2025.