Human Capital and Diversity KPIs for the Fiscal Year Ending March 2027
First written in FY2023. 1 of 3 entries say "Raised", first in FY2026. Latest entry: 2026-06-25.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
- 2026-06-25RestatedGovernance
「Increase in the percentage of female employees in management positions (5.3% → 10%)」
The target of raising the percentage of female managers to 10% by FY2027 has been reiterated. - FY2026RaisedAnnual report
「As the original target of 7% was exceeded in fiscal 2025, the target has been revised upward to 10%.」
The target for the percentage of women in management for the fiscal year ending March 2027 was revised upward from the previous 7% to 10%. The actual result for the fiscal year ending March 2026 was 10.6%. - FY2023First statedAnnual report
「The indicators and targets for human resource development and workplace improvements are as follows. Actual for the fiscal year ended March 2023 / Target for the fiscal year ending March 2027 Percentage of women in management: 4.9% / 7% Male parental leave uptake: 88% / 100% Engagement score: 61% / average for the top 10% of global companies Paid leave utilisation: 70.4% / 75% Full-flex utilisation: 81.8% / 95%」
For human capital and diversity, the Company presented for the first time a systematic set of targets for the fiscal year ending March 2027, including the percentage of women in management, male parental leave uptake, engagement, paid leave utilisation and full-flex utilisation.