Promoting Diversity and Work-Life Balance
First written in FY2016. 6 of 14 entries say "Restated". Latest entry: FY2026.
- FY2026RaisedAnnual report
「As a voluntary and measurable target, the company has a policy of raising the proportion of female managers, including store managers, to at least 22.7% in the fiscal year ending March 2030.」
For the proportion of female managers, the company set a new deadline and target, changing from at least 22.0% in the fiscal year ending March 2026 to at least 22.7% in the fiscal year ending March 2030. The current proportion is 22.5%. - FY2025AdvancedAnnual report
「The current proportion of female managers, as of 31 March 2025, is as shown in the following table. As a voluntary and measurable target, the company has a policy of raising the proportion of female managers, including store managers, to at least 22.0% in the fiscal year ending March 2026.」
The company disclosed the current proportion of female managers, 21.3%, and a target of at least 22.0% for the fiscal year ending March 2026. It also disclosed targets for Kurumin certification, the gender pay gap and the rate of male employees taking childcare leave, broadening the scope of its initiatives. - FY2024RaisedAnnual report
「The current proportion of female managers at the filing company, as of 31 March 2024, is as shown in the following table. As a voluntary and measurable target, the company has a policy of raising the proportion of female managers, including store managers, to at least 22.0% in the fiscal year ending March 2026.」
The company specified a numerical target of raising the proportion of female managers from the current level of 19.4% to at least 22.0% in the fiscal year ending March 2026. - FY2022AdvancedAnnual report
「The group has a policy of raising the proportion of female managers, including managers at section-chief level, to at least the current level of 19.4% as a voluntary and measurable target. (As of 31 March 2022)」
The company specified a measurable target of raising the proportion of female managers to at least 19.4% as of 31 March 2022. - FY2021RestatedAnnual report
「The company is promoting diversity management, including obtaining Eruboshi certification as an outstanding company under the Act on Promotion of Women's Participation and Advancement in the Workplace. As part of its work-style reforms, the company places importance on work–life balance, including eliminating excessive working hours and providing systems to support work and family responsibilities, while actively promoting health-oriented management.」
The company continues to pursue policies covering women's advancement, the elimination of excessive working hours, work–family support and health-oriented management. - FY2020RestatedAnnual report
「The company is promoting diversity management, including obtaining Eruboshi certification as an outstanding company under the Act on Promotion of Women's Participation and Advancement in the Workplace. As part of its work-style reforms, the company places importance on work–life balance, including eliminating excessive working hours and providing systems to support work and family responsibilities, while actively promoting health-oriented management.」
The company continues to pursue policies covering Eruboshi certification, the elimination of excessive working hours, support for work–family balance and health-oriented management. - FY2019RestatedAnnual report
「The Company is promoting diversity management, including by obtaining Eruboshi certification as an outstanding company under the Act on Promotion of Women's Participation and Advancement in the Workplace. It also emphasizes work-life balance through measures such as eliminating excessive working hours and supporting employees in balancing work and family responsibilities as part of work-style reform, while actively promoting health and productivity management.」
The company continues to pursue policies covering women's advancement, the elimination of excessive working hours, work–family balance and health-oriented management. - FY2018AdvancedAnnual report
「The Company is promoting diversity management, including by obtaining Eruboshi certification as an outstanding company under the Act on Promotion of Women's Participation and Advancement in the Workplace and winning the grand prize in the Childcare Support and Ikuboss categories of the White Company Awards.」
Added a record of receiving the top award in 2 categories at the White Company Awards, in addition to Eruboshi certification, and added a record of diversity initiatives. - FY2017AdvancedAnnual report
「The Company is promoting diversity management, including by obtaining Eruboshi certification as an outstanding company under the Act on Promotion of Women's Participation and Advancement in the Workplace. It also emphasizes work-life balance through measures such as eliminating excessive working hours and supporting employees in balancing work and family responsibilities as part of work-style reform, while actively promoting health and productivity management.」
The Company described obtaining Eruboshi certification under the Act on Promotion of Women's Participation and Advancement in the Workplace, and expanded the scope of its initiatives to eliminating excessive working hours, supporting work-family balance, and health and productivity management. - FY2017-Q3RestatedAnnual report
「Developing strong talent willing to take on transformation and establishing a rewarding workplace culture」
Establishing a rewarding workplace culture continues to be presented as a pillar of the Company's talent policy. - FY2017-Q2RestatedAnnual report
「Developing strong talent willing to take on transformation and establishing a rewarding workplace culture」
Establishing a rewarding workplace culture continues to be presented as a pillar of the Company's talent policy. - FY2016First statedAnnual report
「To promote diversity management, the Company has actively introduced systems that emphasize work-life balance, including the appointment of female employees to key positions and an hourly leave system.」
The appointment of female employees to key positions and the hourly leave system were cited as specific initiatives.