Talent Development and Diversity Initiatives to Enhance Competitiveness
First written in FY2017. 4 of 9 entries say "Advanced", first in FY2023. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 39 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「Based on its corporate philosophy, “THE VALQUA WAY,” our group positions human capital as its most important management resource and the source of its competitiveness, and is promoting human capital development and organisational revitalisation. As a result, the number of employees in digital roles has increased 63% over the past 4 years, steadily strengthening the human resource base required to execute the strategy.」
The company positions human capital as a source of competitiveness and increased its digital workforce by 63% over the past 4 years. The percentage of women among managers reached 13.3%, against a target of 15% by March 2027. - 2026-05-26AdvancedGeneral Meetings of Shareholders
「社員一人ひとりの活性に焦点をあてた「Well-being経営」の実現に向けて、積極的な人材開発を進め、時代の要請と社会的責任を担いうる人材（バルカーパーソン）の育成に努めてまいります。」
従来の人材育成・競争力強化に加え、「Well-being経営」と「バルカーパーソン」の育成を具体的な人材施策として示している。 - FY2025AdvancedAnnual report
「Percentage of women among managers By March 2027 15% 13.5%」
The percentage of women among managers reached 13.5%, and the company disclosed progress toward its target of 15% by March 2027. Human capital initiatives including reskilling, training to develop executives for production companies, overseas executive development and the CEO Academy are also continuing and being expanded. - FY2023AdvancedAnnual report
「Percentage of women among managers 15% by March 2027 13.1%」
The company disclosed a target of 15% women among managers by March 2027 and an actual ratio of 13.1% for the fiscal year. The ratio rose from 11.1% in fiscal 2019, and human capital initiatives including overseas executive development, the CEO Academy, onboarding training and reskilling were also described. - FY2022RaisedAnnual report
「4. Accelerating research and development and human capital development to expand into new business areas」
As a basic policy under NF2023, the company linked its previous human capital development policy to expansion into new business areas and positioned it as “accelerating human capital development.” - FY2021RestatedAnnual report
「In human capital development, we will actively recruit and develop people to lead the next generation, encourage independence and growth so that each employee can approach their work with an awareness of issues, transform the company into a robust corporate culture, and actively promote the development of global talent.」
The company continues its human capital initiatives focused on recruiting and developing next-generation talent, independence and growth, and the development of global talent. - FY2019-Q3RestatedAnnual report
「The change in the company's name reflects its strong commitment to promoting "further expansion of overseas operations and greater employee diversity" and "transforming into an H&S company" in pursuit of its basic philosophy of "creating value and improving quality."」
The company has reaffirmed the diversification of its workforce as one of the initiatives embodied in the name change. - FY2019-Q2RestatedAnnual report
「The change in the company's name reflects its strong commitment to promoting "further expansion of overseas operations and greater employee diversity" and "transforming into an H&S company" in pursuit of its basic philosophy of "creating value and improving quality."」
The company has reaffirmed the diversification of its workforce as one of the initiatives embodied in the name change. - FY2017First statedAnnual report
「In human capital development, we will actively promote diversity, based on global talent and self-motivated talent, to secure and develop people who can contribute to the company’s next phase of growth.」
The company identifies securing and developing global and self-motivated talent and promoting diversity as human capital initiatives for the next phase of growth.