Human Capital, Diverse Talent and Reskilling
First written in FY2024. 2 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「The employee engagement score measured in May 2025 rose by 2 points, against a target of a 1-point increase year on year. At the end of fiscal 2025, the proportion of women in management was 6.8% (up 0.4% year on year), and the company will continue supporting employees so that they can build careers suited to their abilities and motivation, without being constrained by life events or other factors.」
Regarding human capital initiatives, the engagement score rose by 2 points, exceeding the target of a 1-point year-on-year increase, while the proportion of women in management also rose by 0.4 percentage points to 6.8%. - FY2025AdvancedAnnual report
「In fiscal 2024, 13 people were sent on overseas programmes, comprising 10 people on 1-year programmes and 3 people on 2-year programmes. At the end of fiscal 2024, the proportion of women in management was 6.4% (up 0.1% year on year), and the company will continue supporting employees so that they can build careers suited to their abilities and motivation, without being constrained by life events or other factors.」
Regarding human capital initiatives, the company disclosed that 13 people were sent on overseas training programmes in fiscal 2024 and that the proportion of women in management rose to 6.4%, updating its results for education and diversity initiatives. - FY2024First statedAnnual report
「To achieve the Medium-Term Business Plan “Challenge 2025,” we have identified and are pursuing the following priority initiatives: “transforming the workplace into an even more comfortable place to work,” “enhancing education and reskilling programmes,” and “promoting the recruitment of diverse and broad-ranging talent.”」
As human capital initiatives, the company is promoting flexible-location work, support for balancing work with childcare and nursing care, overseas reciprocal training assignments, DX reskilling, evaluation of expertise, recruitment of diverse talent and advancement of women. The target for the male childcare-leave uptake rate in fiscal 2023 was 70.6%, the proportion of women in management was 6.3%, and mid-career hires totalled 448 against a target of 675. The company also set a target of closing the gap between the proportion of women in management and the proportion of women among indirect employees by March 2029.