Human Capital Management, Diversity and an Employee-Friendly Workplace Environment
First written in FY2023. 3 of 6 entries say "Advanced", first in FY2024. Latest entry: 2026-10-28.
The whole theme swung hardest in 2020: 2 of 9 companies on the "Worse" side.
86 other companies' latest entry also says "Advanced".
- 2026-10-28AdvancedGovernance
「Based on the results of the employee engagement survey, we conducted training on team building and motivation enhancement for management personnel, from candidates for next-generation management positions through newly appointed managers and department-head-level personnel, with the aim of creating a more comfortable workplace and fostering the desired organizational culture.」
The Company conducted training for management personnel based on the employee engagement survey as part of its human capital management initiatives. - FY2026ReframedAnnual report
「<2026 targets> Female regular-employee ratio Non-consolidated: at least 12.5% Consolidated: at least 21.3% <2025 actual results> Female regular-employee ratio Non-consolidated: 10.7% Consolidated: 19.2%」
Human capital initiatives were reorganized into a human resources strategy covering not only individual metrics such as female ratios, but also the talent portfolio, securing, developing and optimally deploying specialized personnel, and the desired future state for 2030. - 2026-05-13AdvancedEarnings
「As a core element of ESG management, we will promote human capital management and strengthen the foundations for sustainable growth by working to improve employee engagement and establish a safe and secure workplace environment.」
Improving employee engagement and establishing a safe and secure workplace environment were identified as ongoing priorities for human capital management. - FY2025SoftenedAnnual report
「<2025 targets> Female ratio among managers and next-generation management candidates Non-consolidated: at least 5.0% Consolidated: at least 16.0% <2024 actual results> Female ratio among managers and next-generation management candidates Non-consolidated: 3.3% Consolidated: 11.8%」
Human capital initiatives continued, and the FY2025 targets and FY2024 actual results were disclosed. The consolidated target for the female ratio among managers and next-generation management candidates was changed from the previously stated FY2024 target of at least 20% to at least 16% for FY2025. - FY2024AdvancedAnnual report
「Under the 2026 Medium-Term Management Plan, while reassessing the business environment surrounding the Company, the Company will focus on improving employee engagement so that it can continue to acquire and develop a broad and diverse workforce under any circumstances. By creating an environment in which individuals can work comfortably while remaining enthusiastic about the Company's goals, it will promote greater acceptance of diverse work styles and the provision of a healthy workplace environment so that all employees can fully demonstrate their abilities.」
Human capital management was carried forward into the 2026 Medium-Term Management Plan, with priority placed on employee engagement, diverse work styles and a healthy workplace environment. FY2024 targets include a female regular-employee ratio of at least 10% on a non-consolidated basis and 20% on a consolidated basis, a female ratio among candidates for management and equivalent positions of at least 5% on a non-consolidated basis and 20% on a consolidated basis, a male parental-leave take-up rate of at least 55%, and 2 overseas language-study participants. - FY2023First statedAnnual report
「Under the 2023 Medium-Term Management Plan, the Company is promoting diverse work styles and a healthy workplace environment so that all employees can demonstrate their abilities by creating an easy-to-work environment, and is implementing the following key initiatives.」
Human capital management was disclosed as a separate sustainability issue, with initiatives including OJT and off-the-job training, overseas language study, support for obtaining qualifications, remote work, diversity and health support. The FY2023 targets were a female regular-employee ratio of at least 10% on a non-consolidated basis and 13% on a consolidated basis, a female ratio among candidates for management and equivalent positions of at least 3% on a non-consolidated basis and 13% on a consolidated basis, and a male parental-leave take-up rate of at least 50%; FY2022 results were also presented.