A Supportive Workplace and Work-Life Balance
First written in FY2016. 5 of 11 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2026: 4 of 14 companies on the "Worse" side.
3 other companies' latest entry also says "Other".
- FY2026Human capital metrics changedAnnual report
「Percentage of female employees in management positions (Note 1): 7.0% 11.9%; percentage of female employees at section-chief level (Note 2): 21.7% —; percentage of female employees taking childcare leave: 100.0% 100.0%; percentage of male employees taking childcare leave: 100.0% 50.0%; gender pay gap: 64.6% 65.7%; percentage taking at least 2 consecutive days of paid leave: 100.0% 99.7%」
The percentage of female managers fell from 11.9% to 7.0%, while the percentage of male employees taking childcare leave rose from 50.0% to 100.0% and the percentage taking at least 2 consecutive days of paid leave rose from 99.7% to 100.0%. The company newly calculated the percentage of women at section-chief level, at 21.7%. - FY2025Human capital metrics changedAnnual report
「Percentage of female employees in management positions (Note): 11.9% 9.1%; percentage of female employees taking childcare leave: 100% 100%; percentage of male employees taking childcare leave: 50.0% 75.0%; gender pay gap: 65.7% 61.8%; percentage taking at least 2 consecutive days of paid leave: 99.7% 100%」
The percentage of female employees in management positions rose from 9.1% to 11.9%, while the percentage of male employees taking childcare leave fell from 75.0% to 50.0%, the gender pay gap changed from 61.8% to 65.7%, and the percentage taking at least 2 consecutive days of paid leave changed from 100% to 99.7%. - FY2024AdvancedAnnual report
「Percentage of female employees in management positions: 9.1% (5.9% in the previous fiscal year); percentage of male employees taking childcare leave: 75.0% (25.0%); gender pay gap: 61.8% (60.6%); percentage taking at least 2 consecutive days of paid leave: 100% (68.8%)」
The company disclosed performance figures including the percentage of female managers, the percentage of male employees taking childcare leave, and the percentage taking at least 2 consecutive days of paid leave, stating that the female management ratio improved from 5.9% to 9.1% and the paid-leave figure from 68.8% to 100%. - FY2023RaisedAnnual report
「In addition to creating a workplace environment where men and women can work comfortably and improving work-life balance (harmony between work and personal life) through initiatives such as No Overtime Days and encouraging employees to take at least 2 consecutive days of paid leave, we are supporting 100% participation in employee health checkups and encouraging dependents to undergo checkups, thoroughly prohibiting smoking during working hours, and promoting work-style reform and health management.」
In addition to its existing work-style reform and health management initiatives, the company explicitly stated its policy of encouraging employees to take at least 2 consecutive days of paid leave and prohibiting smoking during working hours, and also disclosed performance indicators. - FY2021RestatedAnnual report
「In addition to creating a workplace environment where men and women can work comfortably and improving work-life balance (harmony between work and personal life) through initiatives such as No Overtime Days and encouraging employees to take paid leave, we will support 100% participation in employee health checkups and encourage dependents to undergo checkups, thoroughly prohibit smoking during working hours, and promote work-style reform and health management.」
The company continues to pursue policies on work-style reform, work-life balance, 100% participation in health checkups, and prohibiting smoking during working hours. - FY2021-Q1RestatedAnnual report
「Going forward, we will continue our business activities while prioritizing the safety and health of all stakeholders, including employees, customers and suppliers.」
The company has reconfirmed its policy of continuing business activities while prioritizing the safety and health of all stakeholders, including employees. - FY2020RaisedAnnual report
「In addition to creating a workplace environment where men and women can work comfortably and improving work-life balance (harmony between work and personal life) through initiatives such as No Overtime Days and encouraging employees to take paid leave, we will support 100% participation in employee health checkups and encourage dependents to undergo checkups, while promoting work-style reform and health management.」
The company added work-style reform, health management, 100% participation in health checkups, and the Silver Certification for Healthy Companies to its existing workplace and work-life balance policies. - FY2019RestatedAnnual report
「We will work to create a workplace environment where men and women can work comfortably and achieve work-life balance (harmony between work and personal life).」
The company continues to pursue policies supporting a workplace environment where men and women can work comfortably and work-life balance. - FY2018RestatedAnnual report
「We will work to create a workplace environment where men and women can work comfortably and achieve work-life balance (harmony between work and personal life).」
The company continues to pursue policies supporting an environment where men and women can work comfortably and work-life balance. - FY2017RestatedAnnual report
「We will work to create a workplace environment where men and women can work comfortably and achieve work-life balance (harmony between work and personal life).」
The company continues to pursue policies supporting an environment where men and women can work comfortably and work-life balance. - FY2016First statedAnnual report
「We will work to create a workplace environment where men and women can work comfortably and achieve work-life balance (harmony between work and personal life).」
The company continues to pursue an environment where men and women can work comfortably and work-life balance as ongoing policies.