Advancing Talent Capabilities and Developing Next-Generation Leaders
First written in FY2022. 2 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
48 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Return-to-work rate after childcare leave: maintain 90.0% through the fiscal year ending March 2027: 91.7% / Percentage of women among employees in managerial positions: maintain at least 15.0% through the fiscal year ending March 2027: 24.1%」
For talent development, the company disclosed current-period results of a 91.7% return-to-work rate and a 24.1% percentage of women in management, while continuing its previous targets. Hiring and development, fulfillment of requested transfers and the working group system have also been made more concrete. - FY2025AdvancedAnnual report
「Accordingly, we have established the “return-to-work rate after childcare leave” as an indicator of balancing changes in employees’ life stages with their careers, and the “percentage of women in management” as an indicator of equal opportunity.」
For talent development, the company set targets of maintaining a 90.0% return-to-work rate after childcare leave and a percentage of women in management of at least 15.0%, in addition to achieving hiring, training and requested transfers. Actual results were 100.0% and 22.1%, respectively. - FY2022First statedAnnual report
「Specifically, we will work to integrate the organization and share and deepen the principles and values that serve as the basis for decision-making, while further refining the systems and mechanisms required to develop next-generation leaders.」
The company has outlined measures to share its principles and values, integrate the organization and advance its next-generation leadership development program, with a view to delegating authority and increasing business speed.