Promoting and strengthening human capital development
First written in FY2016. 2 of 6 entries say "Advanced", first in FY2025. Latest entry: FY2026.
108 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「FY2025 target FY2025 actual Notes Overtime hours (monthly average) 13 hours or less 9.4 hours Annual paid leave utilisation rate 70% or higher 61.8% Percentage of male employees taking childcare leave or equivalent leave 50% or higher 52.6%」
Discloses actual results against the FY2025 work-style targets. Overtime hours were 9.4 hours and the percentage of male employees taking childcare leave or equivalent leave was 52.6%, both exceeding the targets, while the annual paid leave utilisation rate was 61.8%. It also discloses a 4.3% percentage of women in management positions and a 52.3% gender pay gap, among other figures. - FY2025AdvancedAnnual report
「FY2024 target FY2024 actual Notes (注) Percentage of women among career-track employees 16.0% or higher 15.4% FY2026 target: 20.0% or higher Overtime hours (monthly average) 13 hours or less 11.1 hours Annual paid leave utilisation rate 70% or higher 57.1% Percentage of male employees taking childcare leave or equivalent leave 50% or higher 62.5%」
Discloses actual results against the FY2024 targets related to human capital and work styles, and adds a long-term target of at least 20% for the percentage of women in FY2026. Progress against the targets varies by item. - FY2023ReframedAnnual report
「FY2024 targets Percentage of women among career-track employees 16.0% or higher Overtime hours (monthly average) 13 hours or less Annual paid leave utilisation rate 70% or higher Percentage of male employees taking childcare leave or equivalent leave 50% or higher」
The human capital development theme, which had disappeared from earlier disclosures, has been reorganised into human capital development and training, diversity, work-style reform, and health management under the ESG strategy, with numerical targets presented for FY2024. - FY2017DroppedAnnual report
「As its management strategy for the fiscal year ending March 2018, the company will pursue three initiatives: strengthening promotional activities, e-commerce and overseas sales; creating new businesses; and advancing its logistics strategy.」
“Promoting and strengthening human capital development,” previously included among the four investments, is not included in the three management strategies presented for the current fiscal year. - FY2017-Q1RestatedAnnual report
「As the management policy for the Group for the fiscal year ended March 2017, the Company set out “Enhancing the Doshisha brand through the ‘Four Investments’ that will lead to the future!” and has been advancing various initiatives aimed at further increasing corporate value by leveraging Group synergies, including “Taking on new products and services!”, “Further strengthening the sales structure!”, “Company-wide logistics reform!”, and “Promoting and strengthening human capital development!”」
Reiterates the four investment policies, including promoting and strengthening human capital development, but does not describe specific progress in training initiatives or other measures. - FY2016First statedAnnual report
「④ Promoting and strengthening human capital development!」
This was identified as one of the four investments for the fiscal year ending March 2017.