Promoting Diversity and Appointing Diverse Talent to Management Positions
First written in FY2022. 2 of 5 entries say "Advanced", first in FY2023. Latest entry: FY2026.
7 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「As of the fiscal year ending March 2026: women as a percentage of employees in managerial positions, 6.0%; percentage of male employees taking childcare leave, 80.0%; gender pay gap, 74.8%. Target for the fiscal year ending March 2030: women as a percentage of employees in managerial positions, at least 10.0%; percentage of male employees taking childcare leave, at least 60.0%; gender pay gap, at least 75.0%.」
The deadline for the diversity targets was updated to the fiscal year ending March 2030, with targets set at least at 10% for women in management, 60% for men taking childcare leave and 75% for the gender pay gap. - FY2025AdvancedAnnual report
「As of the fiscal year ended March 2025: women as a percentage of management positions, 4.8%; percentage of male employees taking childcare leave, 50.0%; gender pay gap, 71.6%. Target for the fiscal year ending March 2026: women as a percentage of management positions, at least 4.0%; percentage of male employees taking childcare leave, at least 50.0%; gender pay gap, at least 65.0%.」
The company updated current-year results, including a 4.8% ratio of women in management and a 50.0% rate of men taking childcare leave, and also presented its targets for the fiscal year ending March 2026. - FY2024Updated current-year results for diversity indicatorsAnnual report
「As of the fiscal year ended March 2024: women as a percentage of management positions, 2.5%; percentage of male employees taking childcare leave, 40.0%; gender pay gap, 68.3%. Target for the fiscal year ending March 2026: women as a percentage of management positions, at least 4%; percentage of male employees taking childcare leave, at least 50%; gender pay gap, at least 65%.」
The company updated its current-year diversity results and disclosed a 2.5% ratio of women in management, a 40.0% rate of men taking childcare leave and a 68.3% gender pay gap. The numerical targets for the fiscal year ending March 2026 remain unchanged. - FY2023AdvancedAnnual report
「As of the fiscal year ended March 2023: women as a percentage of management positions, 2.7%; percentage of male employees taking childcare leave, 14.3%; gender pay gap, 67.2%. Target for the fiscal year ending March 2026: women as a percentage of management positions, at least 4%; percentage of male employees taking childcare leave, at least 50%; gender pay gap, at least 65%.」
For diversity, the company quantified its targets for the fiscal year ending March 2026 for the percentage of women in management, the percentage of men taking childcare leave and the gender pay gap. - FY2022First statedAnnual report
「We will continue to promote diversity. We will also appoint women, foreign nationals and mid-career hires to management positions, taking each individual's suitability into consideration.」
For the first time, the company separately identified diversity initiatives, including appointing women, foreign nationals and mid-career hires to management positions, as social initiatives under ESG.