Advancing and Developing Global Talent and Promoting Diversity
First written in FY2016. 5 of 14 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2026RaisedAnnual report
「The company had aimed to raise the proportion of women in management positions to at least 10% by the end of March 2026 under its action plan (Phase 2), and achieved the target at 10.4% as of the end of March 2026. Under the action plan (Phase 3), the company will aim to raise the proportion to at least 15% by the end of March 2031.」
The company achieved the Phase 2 target of at least 10% for women in management positions at 10.4%, and raised the Phase 3 target to at least 15% by the end of March 2031. - FY2025AdvancedAnnual report
「The company aims to raise the proportion of women in management positions to at least 10% by the end of March 2026, and the proportion stood at 9.6% as of March 2025.」
The proportion of women in management positions rose from 9.0% in the previous fiscal year to 9.6%, updating progress toward the target of at least 10% by the end of March 2026. The proportion of female regular employees was 30.1%, and the rate of male employees taking childcare leave or equivalent leave was 95.0%. - FY2024AdvancedAnnual report
「In addition, from the fiscal year ending March 2024, we established the position of CHRO, whose role is to formulate and implement a human capital strategy that contributes to the management strategy.」
The company operates the human capital strategy council, the “Talent Management Committee,” and established the CHRO position. The proportion of women in career-track positions was 14.2% as of October 2023, the proportion of women in management positions was 9.0%, and the rate of male employees taking childcare leave or equivalent leave was 79.3%. The company also presented measures including the 15% rule, internal talent recruitment, and job matching. - FY2023AdvancedAnnual report
「Under the five-year action plan (Phase 2) established on 1 April 2021, we are focusing on promoting the advancement of women by setting four quantitative targets, including raising the proportion of women among all career-track employees to at least 15% by the end of March 2026 (13.2% as of 31 March 2023) and the proportion of women in management positions to at least 10% (8.2% as of 31 March 2023).」
The Marubeni Human Capital Ecosystem initiatives were given concrete form through targets and measures including Women’s Advancement 2.0, the target for the proportion of women at the end of March 2026, and a 39.4% target for women among new graduate career-track hires. - FY2022-Q3ReframedAnnual report
「We will evolve the “Marubeni Human Capital Ecosystem” and promote the growth and success of Group human capital, the source of corporate value. ・Personnel systems centered on the mission: Thoroughly merit-based evaluation and promotion of challenges ・Enabling and developing diverse talent: Optimizing the work environment and strengthening talent development ・Talent Management Committee: Advancing the human capital strategy led by the President, CAO, and CSO」
The previous global talent and diversity initiatives were organized under GC2024 as the “Marubeni Human Capital Ecosystem,” a framework encompassing personnel systems, diverse talent, and a management-led committee. - FY2019ReframedAnnual report
「Under a culture in which people with high market value and diversity thrive and connect, each Marubeni Group employee will take responsibility for creating new value as a member of the Global crossvalue platform. We will advance the Marubeni Group human capital strategy.」
The appointment and development of global talent and promotion of diversity were redefined as a human capital strategy centered on market value, diversity, a culture in which people thrive and connect, and value creation. - FY2018AdvancedAnnual report
「We partially revised our personnel systems and implemented and introduced new initiatives to promote the appointment and placement of optimal talent that contributes to maximizing the value of the Marubeni Group.」
The company partially revised its personnel systems and implemented and introduced new initiatives to facilitate the appointment and placement of talent. - FY2018-Q3RestatedAnnual report
「We will appoint and develop strong talent capable of succeeding globally. We will also further promote diversity across the Group and appoint and place personnel in appropriate positions, thereby seeking to become a corporate group where each individual can take pride in and find fulfillment in their work.」
The company reiterates the appointment and development of global talent, diversity, and the appointment and placement of personnel. - FY2018-Q2RestatedAnnual report
「We will appoint and develop strong talent capable of succeeding globally. We will also further promote diversity across the Group and appoint and place personnel in appropriate positions, thereby seeking to become a corporate group where each individual can take pride in and find fulfillment in their work.」
The company reiterates the appointment and development of global talent, diversity, and the appointment and placement of personnel. - FY2018-Q1RestatedAnnual report
「We will appoint and develop strong talent capable of succeeding globally. We will also further promote diversity across the Group and appoint and place personnel in appropriate positions, thereby seeking to become a corporate group where each individual can take pride in and find fulfillment in their work.」
The company reiterates the appointment and development of global talent, diversity, and the appointment and placement of personnel. - FY2017AdvancedAnnual report
「We partially revised our personnel systems to promote the appointment and placement of optimal talent that contributes to maximizing the value of the Marubeni Group.」
The company partially revised its personnel systems to facilitate the appointment and placement of talent. - FY2017-Q3RestatedAnnual report
「We will appoint and develop strong talent capable of succeeding globally. We will also further promote diversity across the Group and appoint and place personnel in appropriate positions, thereby seeking to become a corporate group where each individual can take pride in and find fulfillment in their work.」
The company reiterates its policy of appointing and developing global talent and promoting diversity. - FY2017-Q1RestatedAnnual report
「We will appoint and develop strong talent capable of succeeding globally. We will also further promote diversity across the Group and appoint and place personnel in appropriate positions, thereby seeking to become a corporate group where each individual can take pride in and find fulfillment in their work.」
The company reiterates its policy of appointing and developing global talent and promoting diversity. - FY2016First statedAnnual report
「We will appoint and develop strong talent capable of succeeding globally. We will also further promote diversity across the Group and appoint and place personnel in appropriate positions, thereby seeking to become a corporate group where each individual can take pride in and find fulfillment in their work.」
Appointment and development of talent, diversity, and personnel placement were identified as specific measures under the human resources strategy.