Fostering a Corporate Culture Where Diverse Talent Can Thrive
First written in FY2016. 7 of 17 entries say "Restated". Latest entry: FY2026.
- FY2026AdvancedAnnual report
「Number of women in management ※1 Fiscal year ending March 2026: target of 50 57 67 78」
The number of women in management reached 78 in the fiscal year ending March 2026, exceeding the target of 50. The number of women in positions of responsibility also exceeded the target of at least 5, reaching 10, while women accounted for 34.4% of new graduate hires into career-track positions. - FY2025AdvancedAnnual report
「The number of women in management was 67 in the fiscal year ended March 2025, against a target of 50 for the fiscal year ending March 2026. The number of women in positions of responsibility, meaning section manager or above, was 7 in the fiscal year ended March 2025, against a target of at least 5 for the fiscal year ending March 2026. Women accounted for 31.0% of new graduate hires into career-track positions in the fiscal year ended March 2025.」
The number of women in management reached 67, exceeding the target of 50 for the fiscal year ending March 2026. The number of women in positions of responsibility also reached 7, exceeding the target of at least 5. Women accounted for 31.0% of new graduate hires into career-track positions. The rate of men taking parental leave and other leave was 69.2%, approaching the target of at least 70% for the fiscal year ending March 2028. - FY2024AdvancedAnnual report
「As a result, women accounted for 31% of career-track employees who joined the company in April 2024, the number of women in management was 57 as of the end of March 2024, and the rate of men taking parental leave for the fiscal year ended March 2024 was 21.7%.」
Women accounted for 31% of career-track employees who joined the company in April 2024, while the number of women in management remained at 57. The rate of men taking parental leave was 21.7%. - FY2024-Q1AdvancedAnnual report
「With respect to promoting women's advancement, the company aims to expand job opportunities, support continued employment and increase the number of women in management. It has posted its General Employer Action Plan under the Act on Promotion of Women's Participation and Advancement in the Workplace on the Ministry of Health, Labour and Welfare's Database of Companies Promoting Women's Participation and Advancement, and has set targets of at least 30% for the proportion of women hired into career-track positions from 2022 onward, 50 women in management by 2026, and a rate of at least 50% for men taking parental leave by the end of March 2025, while implementing various initiatives. The proportion of women among career-track employees who joined the company in April 2023 was 24%, the number of women in management as of the end of June 2023 was 57, and the rate of men taking parental leave for the fiscal year ended March 2023 was 9%.」
The number of women in management reached 57, exceeding the 2026 target of 50. The targets of at least 30% for the female career-track ratio and at least 50% for the rate of men taking parental leave were maintained, with the deadline for the latter explicitly set as the end of March 2025. - FY2023RaisedAnnual report
「With respect to promoting women's advancement, the company aims to expand job opportunities, support continued employment and increase the number of women in management. It has posted its General Employer Action Plan under the Act on Promotion of Women's Participation and Advancement in the Workplace on the Ministry of Health, Labour and Welfare's Database of Companies Promoting Women's Participation and Advancement, and has set targets of at least 30% for the proportion of women hired into career-track positions from 2022 onward, 50 women in management by 2026, and a rate of at least 50% for men taking parental leave, while implementing various initiatives. The proportion of women among career-track employees who joined the company in April 2023 was 24%, the number of women in management as of the end of March 2023 was 46, and the rate of men taking parental leave for the fiscal year ended March 2023 was 9%.」
The target for the rate of men taking parental leave was raised from at least 30% to at least 50%. Separate data also showed a female career-track ratio of 30.8% and 46 women in management. - FY2023-Q2RestatedAnnual report
「With respect to women's advancement, the company aims to expand job opportunities, support continued employment and increase the number of women in management. It has posted its General Employer Action Plan under the Act on Promotion of Women's Participation and Advancement in the Workplace on the Ministry of Health, Labour and Welfare's Database of Companies Promoting Women's Participation and Advancement, and has set targets of at least 30% for the proportion of women hired into career-track positions from 2022 onward, 50 women in management by 2026, and a rate of at least 30% for men taking parental leave, while implementing various initiatives.」
The company is reaffirming its targets of a female career-track ratio of at least 30%, 50 women in management by 2026 and a rate of at least 30% for men taking parental leave, as well as measures including expanded job opportunities and support for continued employment. - FY2022Change to deadline for women in management target; addition of target for men's parental leaveAnnual report
「The company has set targets of at least 30% for the proportion of women hired into career-track positions from 2022 onward, 50 women in management by 2026, and a rate of at least 30% for men taking parental leave, and is promoting various initiatives.」
The company continues to target a female career-track ratio of at least 30% and changed the deadline for reaching 50 women in management from 2022 to 2026. In addition, it newly presented a target of at least 30% for the rate of men taking parental leave. - FY2022-Q3RestatedAnnual report
「The company has set targets of at least 30% for the proportion of women hired into career-track positions and at least 50 women in management, and is promoting various initiatives.」
The company is reaffirming its diversity targets of a female career-track hiring ratio of at least 30% and at least 50 women in management. - FY2022-Q1AdvancedAnnual report
「The company has set targets of at least 30% for the proportion of women hired into career-track positions and at least 50 women in management, and is promoting various initiatives. As of the end of June 2021, women accounted for 23% of new hires into career-track positions, and there were 38 women in management, including 1 director.」
The company continues to target a female career-track hiring ratio of at least 30% and at least 50 women in management, with actual results as of the end of June 2021 of a 23% hiring ratio and 38 women in management. - FY2020RestatedAnnual report
「We have set targets of at least 30% women among comprehensive-track hires from 2019 onward and 50 women in management positions by 2022, and are promoting various initiatives.」
Continues the targets of at least 30% women among comprehensive-track hires and 50 women in management positions by 2022. - FY2019RaisedAnnual report
「As a result of efforts to have women account for at least 20% of comprehensive-track hires, the ratio rose to 19%. From April 2019, under a new three-year plan, we set targets of at least 30% women among comprehensive-track hires from 2019 onward and 50 women in management positions by 2022, and will promote various initiatives.」
Raised the target for the proportion of women among comprehensive-track hires from at least 20% to at least 30%, and set a time-bound target of 50 women in management positions by 2022. - FY2019-Q3RestatedAnnual report
「In connection with initiatives to expand the range of roles available to women, support women in continuing their careers and increase the number of women in management, we posted a Declaration on the Promotion of Women’s Advancement on the Ministry of Health, Labour and Welfare’s Positive Action information portal and are working toward having women account for at least 20% of comprehensive-track hires and having 50 women in management positions.」
Continues the numerical targets of at least 20% women among comprehensive-track hires and 50 women in management positions. - FY2019-Q1RestatedAnnual report
「In connection with initiatives to expand the range of roles available to women, support women in continuing their careers and increase the number of women in management, we posted a Declaration on the Promotion of Women’s Advancement on the Ministry of Health, Labour and Welfare’s Positive Action information portal and are working toward having women account for at least 20% of comprehensive-track hires and having 50 women in management positions.」
Continues the diversity-promotion targets of at least 20% women among comprehensive-track hires and 50 women in management positions. - FY2018RestatedAnnual report
「In connection with initiatives to expand the range of roles available to women, support women in continuing their careers and increase the number of women in management, we posted a Declaration on the Promotion of Women’s Advancement on the Ministry of Health, Labour and Welfare’s Positive Action information portal and are working toward having women account for at least 20% of comprehensive-track hires and having 50 women in management positions.」
Continues the numerical targets of at least 20% women among comprehensive-track hires and 50 women in management positions. - FY2018-Q3Addition of numerical targets for women’s advancementAnnual report
「In connection with initiatives to expand the range of roles available to women, support women in continuing their careers and increase the number of women in management, we posted a Declaration on the Promotion of Women’s Advancement on the Ministry of Health, Labour and Welfare’s Positive Action information portal and are working toward having women account for at least 20% of comprehensive-track hires and having 50 women in management positions.」
Adds numerical targets as specific diversity initiatives: at least 20% women among comprehensive-track hires and 50 women in management positions. - FY2017RestatedAnnual report
「We believe that enabling employees across our group to work with a sense of purpose and fulfillment, while making the fullest use of their individual abilities and characteristics to fulfill their roles, is part of management aimed at enhancing corporate value. To promote diversity, we will foster a corporate culture in which diverse talent can thrive regardless of gender, age, nationality or disability status, and undertake various initiatives.」
Reconfirms its policy of fostering a corporate culture in which diverse talent can demonstrate its abilities. - FY2016First statedAnnual report
「To promote diversity, we will foster a corporate culture in which diverse talent can thrive regardless of gender, age, nationality or disability status, and undertake various initiatives.」
Aims to create a culture in which people can thrive regardless of gender, age, nationality or disability status.