Leveraging diverse talent and invigorating the organisation
First written in FY2016. 5 of 10 entries say "Restated". Latest entry: FY2026.
- FY2026Human capital metrics updatedAnnual report
「2.2 82.4 68.8 67.3 98.6」
The company disclosed a 2.2% ratio of women in management, an 82.4% rate of male employees taking childcare leave, and gender pay gaps of 68.8% for all employees, 67.3% for regular employees, and 98.6% for part-time and fixed-term employees. - FY2025Human capital metrics updatedAnnual report
「Percentage of female employees in management (%) 2.9; rate of male employees taking childcare leave (%) 59.1; gender pay gap (%) 68.2 for all employees, 66.8 for regular employees, and 111.0 for part-time and fixed-term employees」
The company continued its human capital policy and efforts to formulate a human resources strategy with advice from external specialists, and disclosed current fiscal-year metrics for the ratio of women in management, the rate of male employees taking childcare leave, and the gender pay gap. - FY2024AdvancedAnnual report
「We are currently working on formulating a new human resources strategy with advice from external specialists, aiming to create a workplace that is more attractive not only to employees but also to people considering joining our group.」
In addition to its existing human resource development and diversity policies, the company began formulating a new human resources strategy with advice from external specialists. It also disclosed metrics including a 2.4% ratio of women in management, a 100.0% rate of male employees taking childcare leave, and a 66.7% gender pay gap. - FY2023Disclosure of human capital policies and metricsAnnual report
「From this perspective, we have formulated the human resource development policy and internal workplace environment policy set out below, and will work to secure and develop personnel who contribute to enhancing our corporate value through measures including enhanced education programmes and career development support.」
The company has organised its previous policies for leveraging and developing diverse talent as human capital initiatives, and formulated policies covering human resource development, career development support, diversity, and the internal workplace environment, including health and safety. It also disclosed metrics including a 2.3% ratio of women in management, a 14.3% rate of male employees taking childcare leave, and a 67.1% gender pay gap. - FY2018RestatedAnnual report
「To continue and develop our business activities amid rapid changes in the external environment, we will broadly recruit personnel with diverse capabilities and values and promote their active participation.」
The company continues to pursue the recruitment of personnel with diverse capabilities and values and the promotion of their active participation as part of its human resources policy. - FY2017RestatedAnnual report
「While invigorating the organisation by broadly recruiting and leveraging personnel with diverse capabilities and values, we will also work to develop our human resources.」
The company continues to pursue organisational revitalisation through the recruitment and utilisation of diverse talent and human resource development. - FY2017-Q3RestatedAnnual report
「Our group will continue to position human resource development as its most important priority and enhance its education and training programmes.」
The company continues to prioritise human resource development and enhance its education and training programmes. - FY2017-Q2RestatedAnnual report
「Our group will continue to position human resource development as its most important priority and enhance its education and training programmes.」
The company continues to prioritise human resource development and enhance its education and training programmes. - FY2017-Q1RestatedAnnual report
「Our group will continue to position human resource development as its most important priority and enhance its education and training programmes.」
The company continues to position human resource development as an important priority. - FY2016First statedAnnual report
「By broadly recruiting and leveraging personnel with diverse capabilities and values, we will invigorate the organisation, strengthen our internal training structure, and work to improve employees' skills.」
To support overseas expansion and respond to changes in the business environment, the company has set out plans to recruit and leverage diverse talent and strengthen its training structure.