Advancing the Human Resources Strategy Centered on Diversity & Inclusion
First written in FY2018. 7 of 11 entries say "Advanced", first in FY2019. Latest entry: FY2026.
27 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Employee engagement index 70% 71% Maintain or improve on the previous period」
As progress on human capital initiatives, the employee engagement index rose from 70% to 71%, and the index measuring the company’s ability to leverage its employees rose from 71% to 72%. The percentage of women in management positions also rose from 10.4% to 11.3%, moving closer to the fiscal 2030 target of at least 20%. - FY2025AdvancedAnnual report
「Women in management positions 9.6% 10.4% Women at department-head level or above 2.4% 2.6% Women directors and Audit & Supervisory Board members 18.8% 18.8%」
The percentage of women in management positions rose from 9.6% to 10.4% in FY2024, and the percentage of women at department-head level or above rose from 2.4% to 2.6%. The fiscal 2030 targets are at least 20%, at least 10%, and at least 30% for women directors and Audit & Supervisory Board members, respectively. The employee engagement index also rose from 68% to 70%. - FY2024AdvancedAnnual report
「As of April 2023 As of April 2024 Women in management positions 8.4% 9.6% Women at department-head level or above 1.4% 2.4% Women directors and Audit & Supervisory Board members 18.8% 18.8%」
As progress on Diversity, Equity & Inclusion, the percentage of women in management positions rose from 8.4% to 9.6%, and the percentage of women at department-head level or above rose from 1.4% to 2.4%. The fiscal 2030 targets are at least 20% women in management positions, at least 10% women at department-head level or above, and at least 30% women directors and Audit & Supervisory Board members. - FY2023RaisedAnnual report
「<2030 targets> Women in management positions: 20% or more (8.4% as of April 2023) Women at department-head level or above: 10% or more (1.4% as of April 2023) Women directors and Audit & Supervisory Board members: 30% or more (18.8% as of April 2023)」
As Diversity, Equity & Inclusion metrics, the company set targets of at least 20% women in management positions, at least 10% women at department-head level or above, and at least 30% women directors and Audit & Supervisory Board members by fiscal 2030. - FY2022AdvancedAnnual report
「To give effect to the Global Talent Management Policy formulated in fiscal 2020, the company substantially revised its personnel systems, including by introducing a job-grade system that eliminated annual seniority-based management and linked compensation more closely than before to job responsibilities and performance, revamping its evaluation system, and consolidating job categories instead of managing them separately under the traditional framework. These measures established the foundation for talent management reform and accelerated the promotion of Diversity & Inclusion.」
The company translated its Global Talent Management Policy into specific measures through a job-grade system, a revamped evaluation system, the consolidation of job categories, and talent redeployment. - FY2021AdvancedAnnual report
「To give effect to the Global Talent Management Policy established in fiscal 2020, the company will advance reforms to its talent management practices. In April 2021, it revised its personnel systems based on such keywords as “Pay for Job, Pay for Performance” and “Developing World Top-Tier Professionals.”」
The company translated its Global Talent Management Policy into specific measures through revisions to its personnel systems, placing the right people in the right positions, and the promotion of Diversity & Inclusion. - FY2020AdvancedAnnual report
「The company has also launched the “SC Alumni Network” for former employees. It aims to strengthen ties with its alumni (Note 2) and foster an open corporate culture that generates business innovation.」
Centered on Diversity & Inclusion, the company advanced the strategic deployment of talent in priority areas, the recruitment of highly specialized external talent, the use of telework and super-flexible work arrangements, health management, and an alumni network. - FY2020-Q3RestatedAnnual report
「The company is also working to further strengthen its management foundation through enhanced governance, an enhanced talent strategy, and improved financial soundness.」
The company continues to pursue measures to strengthen its management foundation, including the enhancement of its talent strategy. - FY2020-Q2RestatedAnnual report
「The company is also working to further strengthen its management foundation through enhanced governance, an enhanced talent strategy, and improved financial soundness.」
The company continues to position the enhancement of its talent strategy under the Medium-Term Management Plan 2020 as a measure to strengthen its management foundation. - FY2019AdvancedAnnual report
「The company has introduced the “Medium-Term Plan Challenge Evaluation System” to support the creation of an organization that takes on the challenge of creating new value, and is promoting health management and supporting diverse ways of working, including through the introduction of telework and super-flexible work systems, so that each employee can perform to their full potential.」
With Diversity & Inclusion as the basic concept of its talent strategy, the company introduced specific measures including a new evaluation system, health management, telework, and super-flexible work arrangements. - FY2018First statedAnnual report
「The company will advance its talent strategy under the basic concept of “Diversity & Inclusion: Making diverse strengths a source of competitiveness.”」
The company identified the utilization of diverse talent, work-style reform, and the timely placement of the right people in the right positions on a globally consolidated basis as measures to strengthen the management foundation under the medium-term plan.