Numerical Targets for Women in Management, Men’s Childcare Leave and the Gender Pay Gap
First written in FY2023. 2 of 4 entries say "Raised", first in FY2024. Latest entry: FY2026.
6 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「Percentage of women among managers: September 2030, 30.0%; fiscal year ending March 2026, 13.3% Rate of male employees taking childcare leave or equivalent leave: fiscal year ending March 2028, 90.0%; fiscal year ending March 2026, 100.0% Gender pay gap (regular employees): September 2030, 80.0%; fiscal year ending March 2026, 76.9%」
The target for the percentage of women in management was raised from the previous 20% to 30% in September 2030. The target of 90% for the rate of male employees taking childcare leave or equivalent leave was maintained, and the fiscal year ending March 2026 result was 100%. The target for the gender pay gap is 80% in September 2030. - FY2025SoftenedAnnual report
「Rate of male employees taking childcare leave or equivalent leave: fiscal year ending March 2028, 90.0%; fiscal year ending March 2025, 64.0%」
Although the deadline for the target for the rate of male employees taking childcare leave or equivalent leave was extended from the fiscal year ending March 2025 to the fiscal year ending March 2028, the target of 90% was maintained. The fiscal year ending March 2025 result was 64%, below the initial target. The percentage of women in management was 16.1% and the gender pay gap was 75.3%. - FY2024RaisedAnnual report
「The company’s general business operator action plan under the Act on Promotion of Women’s Participation and Advancement in the Workplace, formulated in 2022, sets a target of raising the percentage of women in management to at least 20% by September 2025, and the company is promoting the development and retention of female leaders. Rate of male employees taking childcare leave or equivalent leave: fiscal year ending March 2025, 90.0%; fiscal year ending March 2024, 75.0% Gender pay gap: September 2025, 80.0%; fiscal year ending March 2024, 78.5%」
The targets of 20% for the percentage of women in management and 80% for the gender pay gap have been maintained, while the target for the rate of male employees taking childcare leave or equivalent leave was raised from 30% in the fiscal year ending March 2024 to 90% in the fiscal year ending March 2025. The fiscal year ending March 2024 results were 8.5% for the percentage of women in management, 75.0% for the male childcare leave rate and 78.5% for the gender pay gap. - FY2023First statedAnnual report
「The company’s general business operator action plan under the Act on Promotion of Women’s Participation and Advancement in the Workplace, formulated in 2022, sets a target of raising the percentage of women in management to at least 20% by September 2025, and the company is promoting the development and retention of female leaders.」
The company has set targets of at least 20.0% for the percentage of women in management by September 2025, 30.0% for the rate of male employees taking childcare leave or equivalent leave in the fiscal year ending March 2024, and 80.0% for the gender pay gap in September 2025. The results for the fiscal year ended March 2023 were 8.0%, 13.0% and 71.6%, respectively.