Numerical Targets for Women’s Advancement and Appointment to Positions of Responsibility
First written in FY2023. 1 of 4 entries say "Reframed", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2024: 4 of 28 companies on the "Worse" side.
8 other companies' latest entry also says "Other".
- FY2026Update of women's advancement metricsAnnual report
「Percentage of employees who are women 30.9 % as of the end of March 2029 of 35.0 % or more Gender pay gap 76.8 % as of the end of March 2029 of 78.0 % or more Gender gap in average length of service 77.4 % as of the end of March 2029 of 83.0 % or more」
Actual figures for the percentage of female employees, the gender pay gap and the gender gap in average length of service were updated. The targets as of the end of March 2029 and the metric framework remain unchanged from the previous fiscal year. - FY2025Update of women's advancement metricsAnnual report
「Percentage of employees who are women 30.0 % as of the end of March 2029 of 35.0 % or more Gender pay gap 74.5 % as of the end of March 2029 of 78.0 % or more Gender gap in average length of service 79.2 % as of the end of March 2029 of 83.0 % or more」
Actual figures for the percentage of female employees, the gender pay gap and the gender gap in average length of service were updated, while the targets as of the end of March 2029 continue under the same framework as the previous fiscal year. - FY2024ReframedAnnual report
「We believe that creating a workplace where women can thrive is important to building an environment in which diverse talent with differing backgrounds in terms of gender, nationality, age, working style, career and educational background can work comfortably. We will first work to increase the proportion of female employees at our company while creating an environment in which women are motivated to improve their capabilities and can work comfortably. Percentage of employees who are women 29.2 % as of the end of March 2029 of 35.0 % or more Gender pay gap 73.0 % as of the end of March 2029 of 78.0 % or more Gender gap in average length of service 81.4 % as of the end of March 2029 of 83.0 % or more」
The framework was changed from the previous fiscal year's targets for appointing women as managers and employees in managerial positions to 2029 targets based on the percentage of female employees, the gender pay gap and the gender gap in average length of service. - FY2023First statedAnnual report
「Through the appointment of women to managerial positions, we will work to create an environment in which talent can improve their capabilities and work comfortably. Percentage of managers who are women: 2023 target, 2.5%; 2028 target, 5.0%. Percentage of employees in managerial positions who are women: 5.2% as of 1 April 2023; 2023 target, 6.1%; 2028 target, 10.0%.」
Numerical targets for the percentage of women among managers and employees in managerial positions were disclosed for the first time for 2023 and 2028, with the appointment of women to managerial positions identified as the means of achieving them.