Developing Global Talent and Recruiting and Empowering Diverse Talent
First written in FY2022. 2 of 5 entries say "Advanced", first in 2026-05-28. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 42 companies on the "Worse" side.
- FY2026AchievedAnnual report
「We had aimed to increase the proportion of women in management at our company to 5.6% in the fiscal year ending March 2026, but the actual proportion was 6.3% in that fiscal year.」
The company disclosed that the actual proportion of women in management was 6.3%, compared with the target of 5.6% for the fiscal year ending March 2026. - FY2024RaisedAnnual report
「We aim to increase the proportion of women in management at our company to 5.6% in the fiscal year ending March 2026. The actual proportion was 3.1% in the fiscal year ended March 2024.」
In addition to the policy of recruiting and empowering a diverse workforce, the company has for the first time explicitly stated a time-bound target of a 5.6% proportion of women in management for the fiscal year ending March 2026, compared with an actual proportion of 3.1% in the fiscal year ended March 2024. - FY2022First statedAnnual report
「As part of our human capital development efforts, we will foster global talent with strong cross-cultural capabilities who can take on multiple roles independently regardless of their area of expertise. We will also promote the recruitment and empowerment of capable people regardless of gender, age or nationality, and expand education and training programs.」
As new initiatives supporting the priority issues under RD365, the company has independently identified the development of global talent, the recruitment and empowerment of a diverse workforce, and the expansion of education and training programs.