Workforce diversity and development, and increasing the proportion of women in management
First written in FY2023. 1 of 3 entries say "Softened", first in FY2025. Latest entry: FY2025.
Colan Totte. moved to the "Worse" side of this theme in 2025, 1 year before the typical company in this theme (2026).
6 other companies' latest entry also says "Softened".
- FY2025SoftenedAnnual report
「Indicator | Target (fiscal 2028) | Actual (current fiscal year) | Proportion of female employees in management positions (%) 25.0 | 11.8 | Percentage of male employees taking childcare leave (%) Maintain 100% | 75.0」
The deadline for the 25.0% target for the proportion of women in management positions changed from fiscal 2025 to fiscal 2028, while the actual proportion declined from 17.6% to 11.8%. The percentage of male employees taking childcare leave was 75.0%, against a target of maintaining 100%. - FY2024Actual results updatedAnnual report
「The Company believes that sustainable growth can be achieved by having employees with diverse personalities, characteristics and experience play central roles in the organisation. Accordingly, it regards employee development, including securing a diverse workforce, and the development of the internal work environment as important management issues for enhancing corporate value over the medium to long term. As indicators and targets, the target proportion of female employees in management positions is 25.0% for fiscal 2025, compared with an actual proportion of 17.6% in the current fiscal year.」
The Company continues its policy of treating workforce diversity and development as important issues and its target of 25.0% for the proportion of women in management positions in fiscal 2025, while updating the actual proportion for the current fiscal year to 17.6%. The target for the percentage of male employees taking childcare leave remains 100%, compared with an actual rate of 100.0%. - FY2023First statedAnnual report
「The Company believes that sustainable growth can be achieved by having employees with diverse personalities, characteristics and experience play central roles in the organisation. Accordingly, it regards employee development, including securing a diverse workforce, and the development of the internal work environment as important management issues for enhancing corporate value over the medium to long term. As indicators and targets, the target proportion of female employees in management positions is 25.0% for fiscal 2025, compared with an actual proportion of 18.8% in the current fiscal year.」
The Company has disclosed for the first time its policy of treating workforce diversity and development as medium- to long-term management issues, with a target of 25.0% for the proportion of women in management positions in fiscal 2025 and an actual proportion of 18.8% in the current fiscal year.