Target Management for Human Capital Diversity and Workplace Environment Indicators
First written in FY2023. 1 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
- FY2026Continued to exceed targets; performance declinedAnnual report
「The Company is implementing initiatives to create a workplace where women can play an active role and where both men and women can work for the long term, with a target of 30% for the proportion of women in management positions. Women in management positions (as of the end of March 2026): 50.0%」
The proportion of women in management positions was 50.0%, above the 30% target, but down from 55.6% in the previous disclosure. - FY2025AdvancedAnnual report
「The Company is implementing initiatives to create a workplace where women can play an active role and where both men and women can work for the long term, with a target of 30% for the proportion of women in management positions. Women in management positions (as of the end of March 2025): 55.6%」
The proportion of women in management positions reached 55.6% as of the end of March 2025, against a target of 30%. The parental leave uptake rate was 100% for both men and women, the overall engagement score was 68 and average overtime was 6.4 hours. - FY2023First statedAnnual report
「The Company is implementing initiatives to create a workplace where women can play an active role and where both men and women can work for the long term, with a target of 30% for the proportion of women in management positions. Women in management positions (as of the end of March 2023): 44.4%」
The Company disclosed for the first time its target of 30% for the proportion of women in management positions and the actual result of 44.4% as of the end of March 2023. It also disclosed targets and actual results for parental leave uptake, the overall engagement score and average overtime hours.