Announced details
Support for balancing work with childcare and nursing care, advancement of women, flexible work arrangements, and human capital management
Targets for the fiscal year ending March 2030: at least 20.0% women in management, a 100.0% male childcare leave uptake rate, and average monthly overtime of no more than 20.0 hours
Percentage of women in management: 13.8% in the fiscal year ended March 2024, 11.0% in the fiscal year ended March 2025, and 14.4% in the fiscal year ending March 2026. Male childcare leave uptake rate: 50.0%, 77.8%, and 80.0%, respectively. Average monthly overtime hours: 22.5 hours, 23.3 hours, and 23.9 hours, respectively.
19th Floor, Okura Prestige Tower, 2-10-4 Toranomon, Minato-ku, Tokyo
In this announcement the company addresses none of Contract Value / Offering price / Impact on Business Performance.
| Item | Details |
|---|---|
| Launch date | 1 April 2026 (start date of the General Employer Action Plan; already implemented) |
| Applicable area | Support for balancing work with childcare and nursing care, advancement of women, flexible work arrangements, and human capital management |
| Location | 19th Floor, Okura Prestige Tower, 2-10-4 Toranomon, Minato-ku, Tokyo |
| Quantitative Effects | Targets for the fiscal year ending March 2030: at least 20.0% women in management, a 100.0% male childcare leave uptake rate, and average monthly overtime of no more than 20.0 hours |
| Usage history | Percentage of women in management: 13.8% in the fiscal year ended March 2024, 11.0% in the fiscal year ended March 2025, and 14.4% in the fiscal year ending March 2026. Male childcare leave uptake rate: 50.0%, 77.8%, and 80.0%, respectively. Average monthly overtime hours: 22.5 hours, 23.3 hours, and 23.9 hours, respectively. |
Items this document does not state (13)
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.To address social issues that hinder employees from balancing childcare and their careers, such as the “first-grade barrier” and the “fourth-grade barrier,” and to create an environment in which employees can continue their careers regardless of changes in their life stage. The plan also aims to develop next-generation leaders, retain talent, and accelerate diversity, equity and inclusion (DE&I) under the new medium-term management plan, “Change & Prove 2030.”