Promoting Diverse Talent and Flexible Working Arrangements
First written in FY2023. 2 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
- FY2026Disclosing new time-bound targets and results for diversity and working practicesAnnual report
「Gender pay gap among regular employees (%): regular employees (excluding managers), by the 47th fiscal year (fiscal year ending March 2027), 90.0 (100.0); actual, 80.0 (101.1). Percentage of female employees in managerial positions (%): by the 47th fiscal year (fiscal year ending March 2027), 10.0; actual, 0.0. Annual paid leave usage rate (%): by the 47th fiscal year (fiscal year ending March 2027), 80.0; actual, 56.4. Percentage of foreign-national employees (%): maintain, 5.0; actual, 0.0. No-overtime day implementation rate (%): by the 46th fiscal year (fiscal year ending March 2026), 100.0; actual, 84.7. Average monthly overtime hours for regular employees (excluding managers) (hours): by the 46th fiscal year (fiscal year ending March 2026), 5.00; actual, 2.88.」
The Company disclosed results for the gender pay gap, percentage of female managers, annual paid leave usage rate, percentage of foreign-national employees, no-overtime days and average overtime hours, and set or maintained new targets through the fiscal year ending March 2027 for items whose target deadlines had been reached. - FY2025Setting and disclosing time-bound targets and results for diversity and working practicesAnnual report
「Gender pay gap among regular employees: regular employees, by the 47th fiscal year (fiscal year ending March 2027), 90.0; actual, 80.2. Percentage of female employees in management positions: by the 47th fiscal year (fiscal year ending March 2027), 10.0; actual, 0.0. Annual paid leave usage rate: by the 47th fiscal year (fiscal year ending March 2027), 80.0; actual, 50.9.」
In addition to its existing policy on supporting diverse talent, the Company disclosed targets through the fiscal year ending March 2027 and current-period results for the gender pay gap, the percentage of female managers, and the annual paid leave usage rate. - FY2023First statedAnnual report
「The Company's systems for supporting diverse working styles include leave and reduced-hours work arrangements to help employees balance childcare and nursing care with work. In addition to annual paid leave, the Company provides memorial leave that employees can take on anniversaries and other special occasions, and works to foster a culture in which leave is easy to take. In hiring diverse talent, the Company seeks to ensure diversity, including women, foreign nationals and mid-career hires, and fosters a workplace where employees understand and respect one another's differing values. It is also promoting women's participation by appointing women to important positions.」
For the first time, the Company systematically described its continuing human capital policies, including support for balancing work with childcare and nursing care, reduced-hours work, memorial leave, hiring diverse talent, and promoting women's participation.