Human Capital Diversity and Engagement Targets
First written in FY2023. 3 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2019: 2 of 9 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「(Proportion of women in management) Proportion of management positions held by women Fiscal year ended March 2024: 20% Fiscal year ended March 2025: 23% Fiscal year ended March 2026: 24% (Engagement rate) Proportion of highly engaged employees: National average Fiscal year ended March 2024: 24.4%: 10.7% Fiscal year ended March 2025: 24.5%: 10.9% Fiscal year ended March 2026: 26.0%: 11.8%」
The proportion of women in management rose from 23% in the fiscal year ended March 2025 to 24% in the fiscal year ended March 2026, while the proportion of engaged employees rose from 24.5% to 26.0%. - FY2025AdvancedAnnual report
「(Proportion of women in management) Proportion of management positions held by women Fiscal year ended March 2023: 15% Fiscal year ended March 2024: 20% Fiscal year ended March 2025: 23% (Engagement rate) Proportion of highly engaged employees: National average Fiscal year ended March 2024: 24.4%: 10.7% Fiscal year ended March 2025: 24.5%: 10.9%」
The proportion of women in management rose from 20% in the fiscal year ended March 2024 to 23% in the fiscal year ended March 2025, while the proportion of engaged employees rose from 24.4% to 24.5%. This demonstrates measurable progress toward the human capital targets. - FY2024AdvancedAnnual report
「Fiscal year ending March 2024: Proportion of management positions held by women: 20%」
The proportion of women in management rose from 15% in the fiscal year ended March 2023 to 20% in the fiscal year ended March 2024. The engagement score was 104, with the fiscal year ended March 2022 set at 100. - FY2023First statedAnnual report
「We aim to have at least 1 female director in fiscal 2024. By the end of March 2027, we aim to increase the proportion of women in management to 20% (actual: 14%), maintain a return-to-work rate after childcare leave and a three-year post-return retention rate of at least 90% (actual: 92%), and increase the employee engagement score by 3% (average actual result for the past 3 years: 53%).」
The company has for the first time explicitly identified human capital targets, with deadlines and numerical targets, for female directors, the proportion of women in management, return to work and continued employment after childcare leave, and employee engagement.