Human Capital Targets Including Women in Management and Male Childcare Leave
First written in FY2023. 1 of 3 entries say "Raised", first in FY2025. Latest entry: FY2026.
Kasai Kogyo moved to the "Worse" side of this theme in 2026, the same year as the typical company in this theme.
The whole theme swung hardest in 2026: 4 of 25 companies on the "Worse" side.
1 other company's latest entry also says "Reframed".
- FY2026ReframedAnnual report
「To increase the percentage of women in management, the Company has set a target of increasing the percentage of female employees, with a target of at least 15% female representation among directly employed personnel.」
The company has reorganized the way it sets human capital indicators, moving from the previous targets of 9% women in management and 100% of men taking parental leave to targets including at least 15% female employees and at least 45% of men taking parental leave for 2 months or more. - FY2025RaisedAnnual report
「The Company has set a target of increasing the percentage of male employees taking parental leave to 100.0% by the fiscal year ending March 2026.」
The target for the percentage of men taking parental leave was raised from the previous 50.0% to 100.0%. FY2025 actual results were 82.4%, the percentage of women in management was 6.1%, and the target for the fiscal year ending March 2026 is 9%. - FY2023First statedAnnual report
「We will actively appoint capable women to management positions and aim to further increase the percentage of women in management over the medium to long term, with a target of increasing the percentage of women in management at the Company to 9% by the fiscal year ending March 2026. Accordingly, the Company has set a target of increasing the percentage of male employees taking parental leave to 50.0% by the fiscal year ending March 2026. Currently, mid-career hires account for 49% of the Company's management personnel. We aim to maintain this percentage and will continue to recruit mid-career employees to secure the diversity necessary to promote the Company's growth.」
For human capital management, the company initially disclosed targets of increasing the percentage of women in management to 9% and the percentage of men taking parental leave to 50.0% by the fiscal year ending March 2026. Actual results for the fiscal year ended March 2023 were 6.3% for women in management and 37.9% for men taking parental leave, while maintaining the 49% proportion of mid-career hires among management personnel is also a target.