Ensuring workforce diversity, including increasing the ratio of women in management
First written in FY2023. 2 of 4 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2019: 2 of 9 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「In addition, based on the policies on human resource development, including ensuring workforce diversity, and on improving the internal work environment described in “(2) Strategy” above, the Group recognizes that its proportion of female workers in managerial positions and the rate at which male workers take childcare leave are insufficient, as both are below the national average for companies in the results of the Ministry of Health, Labour and Welfare’s FY2023 Basic Survey on Equal Employment Opportunity. The Group will work to develop human resources and improve the internal work environment so that these ratios increase. Metric Target (FY2027) Actual (FY2025) Proportion of female workers in managerial positions At least 5% 2.3% Proportion of female employees At least 10% 10.2%」
Against the FY2027 target of at least 5% for the proportion of women in management positions, the actual result was 2.3%, while the proportion of female employees was 10.2%, against a target of at least 10%. Human resource development and improvements to the internal work environment continue to be pursued as measures. - FY2025AdvancedAnnual report
「In addition, based on the policies on human resource development, including ensuring workforce diversity, and on improving the internal work environment described in “(2) Strategy” above, the Group recognizes that its proportion of female workers in management positions and the rate at which male workers take childcare leave are insufficient, as both are below the national average for companies in the results of the Ministry of Health, Labour and Welfare’s FY2023 Basic Survey on Equal Employment Opportunity. The Group will work to develop human resources and improve the internal work environment so that these ratios increase. Metric Target (FY2027) Actual (FY2024) Proportion of women in management positions At least 5% 2.3% Proportion of female employees At least 10% 9.0%」
The targets of at least 5% for the proportion of women in management positions and at least 10% for the proportion of female employees by fiscal 2027 have been maintained, while the FY2024 actual results have been updated to 2.3% and 9.0%, respectively. The establishment of a Women’s Advancement Office and improvements to create a more supportive working environment for women are also described. - FY2024RaisedAnnual report
「Indicator Target (fiscal 2027) Actual (fiscal 2023) Percentage of female managers 5% or more 2.2% Percentage of female employees 10% or more 6.6%」
The previous policy of “increasing” the proportion of women in management has been quantified as a target of at least 5% by fiscal 2027, and a new target of at least 10% for the proportion of female employees has been set. Human resource development and improvements to the internal work environment are listed as measures for achieving these targets. - FY2023First statedAnnual report
「Percentage of female employees in management positions 2.3% (Excerpt) We recognize that the percentage of female employees in management positions and the percentage of male employees taking childcare leave are insufficient, as both are below the national average for companies in the results of the Ministry of Health, Labour and Welfare's FY2021 Basic Survey on Employment Equality. We will work to develop human resources and improve the internal work environment so that these percentages increase.」
It discloses a 2.3% percentage of female managers and, recognizing that this is below the national average for companies and insufficient, sets out for the first time a policy of increasing the percentage through human resources development and improvements to the internal work environment.