Promoting Women to Management and Creating a Supportive Workplace Environment
First written in FY2023. 1 of 4 entries say "Advanced", first in FY2026. Latest entry: FY2026.
8 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「We have established the 3 statutory indicators, “percentage of women in management,” “percentage of male workers taking childcare leave and related leave,” and “gender pay gap,” as key performance indicators (KPIs) for objectively evaluating and managing diversity initiatives, and will monitor them regularly and continuously.」
The company has established the percentage of women in management, the percentage of male workers taking childcare leave and the gender pay gap as KPIs, and has set out SSE2028 targets including 10% women in management, 70% of male workers taking childcare leave and a 100% gender pay ratio. - FY2025Updated the percentage of women in management, the percentage of male workers taking childcare leave and the gender pay gapAnnual report
「Percentage of female workers in management positions (%) 1.5 Percentage of male workers taking childcare leave (%) 73.0 Gender pay gap (%) All workers 66.0」
The percentage of women in management is disclosed as 1.5%, the percentage of male workers taking childcare leave as 73.0%, and the gender pay gap as 66.0%, updated from the previous figures of 2.5%, 50.0% and 69.2%. - FY2024Updated the percentage of women in management and the gender pay gapAnnual report
「Percentage of female workers in management positions 2.5 Percentage of male workers taking childcare leave 50.0 Gender pay gap (%) All workers 69.2」
The percentage of women in management is disclosed as 2.5% and the gender pay gap as 69.2%, updated from the previous disclosures of 2.8% and 65.8%. The policy of improving workplace conditions through childcare and nursing-care leave, reduced working hours, health management and internal DX continues. - FY2023First statedAnnual report
「We recognize that women's active participation is essential to further enhancing corporate value, but also that the promotion of women to management positions remains insufficient. To create a workplace where women can more readily pursue career development, we are working to establish an environment that makes it easier to take childcare and nursing-care leave and reduced working hours. We are also working to establish and continuously improve a comfortable workplace environment and health management system, as well as to improve operational efficiency through internal DX, with the aim of improving employee engagement.」
The company states that the promotion of women to management positions remains insufficient and sets out initiatives to improve workplace conditions and engagement through childcare and nursing-care leave, reduced working hours, health management and internal DX. It discloses that women account for 2.8% of management positions and that the gender pay gap is 65.8%.