Promoting Global Talent Development, Diversity and Workstyle Reform
First written in FY2017. 4 of 6 entries say "Advanced", first in FY2022. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「② Number of participants in the executive candidate development program 130 148 (*1) ③ Number of highly specialized personnel (holders of doctorates or advanced qualifications (*3)) 500 594 (*2) ④ Number of business leader training program graduates 1,000 1,000 (*1) ⑤ Number of DX training program graduates 7,000 6,720 (*2)」
The FY2025 human capital development results were updated to 148 candidates for senior management, 594 highly specialized personnel and 1,000 business leadership training completers. The consolidated ratio of female managers was 13.3%, exceeding the FY2025 target of 12%. - FY2025AdvancedAnnual report
「② Number of participants in the program to develop prospective senior executives 130 136 (*1) ③ Number of highly specialized personnel (holders of doctoral degrees or advanced qualifications (*3)) 500 509 (*2) ④ Number of graduates of business leadership training 1,000 905 (*1) ⑤ Number of graduates of DX training 7,000 6,865 (*2)」
The results for fiscal 2024 against the fiscal 2025 targets for human capital development were updated. Candidates for senior management and highly specialized personnel exceeded their targets, while the disclosed results for business leader and DX training fell short of target. - FY2024AdvancedAnnual report
「Metric Target (FY2025) Actual (FY2023) ① Shimadzu Leadership & Diversity training Rollout to all group companies Program outline planning ② Number of participants in the executive candidate development program 130 123 ③ Number of highly specialized personnel (PhD holders and holders of advanced qualifications) 500 361 ④ Number of graduates of business leader development training 1,000 817 ⑤ Number of graduates of DX training 7,000 6,456」
For human-resource development and diversity initiatives, numerical targets for fiscal 2025 and actual results for fiscal 2023 were disclosed systematically, making the initiatives covering Leadership & Diversity, executives, highly specialized personnel, business leaders and DX measurable. - FY2023RaisedAnnual report
「• Ratio of female managers (consolidated): FY2025 12%; FY2030 15%」
Regarding diversity and human capital initiatives, the target for the consolidated ratio of female managers has been set at 12% for FY2025 and 15% for FY2030, expanding the scope and time horizon beyond the previous targets for female managers, female recruitment and male parental leave uptake. - FY2022AdvancedAnnual report
「・Raise the proportion of female employees in management positions to at least 6% (or 60 people).・Maintain the proportion of women among regular employee hires at 30% or higher each year.・Raise the proportion of men taking childcare leave to at least 30%. (Plan period for the above targets: 1 April 2021 to 31 March 2026)」
For diversity and work-style reform, numerical targets and a plan period through the end of March 2026 were established for women in management, female recruitment, and men's uptake of childcare leave. - FY2017First statedAnnual report
「We will systematically develop talent capable of performing from a global perspective and improve employees’ skills through diversity initiatives and internal and external exchanges. We will also actively promote work-style reform, health management, and environmental management.」
First specific presentation of a combined people strategy covering systematic talent development, diversity, employee skills development, work-style reform, health management, and environmental management.