Establishing a framework to promote the active participation of diverse talent
First written in FY2018. 3 of 6 entries say "Advanced", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「Regarding the advancement of women, we have set an increase in the percentage of workers in management positions as a medium- to long-term target, with a target of 7% for the reporting company at the end of the fiscal year ending March 2031, while identifying the expansion of women in senior staff positions, which precede management roles, as a priority realistic interim step. The number of women in senior staff positions has increased to 8, and going forward we will deliberately pursue the recruitment of women for core positions through both new graduate and mid-career hiring, thereby building a broader pool of management candidates while preparing for the risk of losing personnel through resignations and other factors.」
The policy of enabling diverse talent to thrive has been translated into a target of 7% for the reporting company’s percentage of women in management at the end of the fiscal year ending March 2031, 8 women in senior staff positions, and expanded recruitment of women for core positions. The percentage of women in management is 5.4% for the group and 1.2% for the reporting company. - 2026-05-14AdvancedEarnings presentation materials
「Investment in recruitment and training to acquire the capabilities required to execute the strategy」
Regarding the policy of enabling diverse talent to thrive, the company identified investment in recruitment and training, including investment in wages and the work environment, and the management of human capital KPIs as specific priority measures. It also stated that linking human capital KPIs to business results remains an issue under consideration. - FY2024AdvancedAnnual report
「As a specific measure to address this issue, we will expand the recruitment of women for core positions and increase the pool of candidates, then appoint women to management positions from among them, ultimately narrowing the gender pay gap.」
The policy of enabling diverse talent to thrive has been translated into expanded recruitment of women for core positions and the appointment of women to management positions. The company has set a target of 10% for the group, compared with the current 5.4%, and 7% for the reporting company, compared with the current 1.4%, for the percentage of women in management at the end of the fiscal year ending March 2031. It has also set targets of maintaining the percentage of foreign nationals in management at 10% or more and the percentage of mid-career hires in management at 30% or more. - FY2020RestatedAnnual report
「In managing our business, we will also actively fulfill our mission as a corporate citizen by establishing a framework that enables diverse talent to thrive and through ongoing efforts to reduce our environmental impact.」
The company has reiterated its ongoing policy of establishing a framework that enables diverse talent to thrive. - FY2019RestatedAnnual report
「In managing our business, we will also actively fulfill our mission as a corporate citizen by establishing a framework that enables diverse talent to thrive and through ongoing efforts to reduce our environmental impact.」
The company has reiterated its ongoing policy of establishing a framework that enables diverse talent to thrive. - FY2018First statedAnnual report
「In managing our business, we will actively fulfill our mission as a corporate citizen by establishing a framework that enables diverse talent to thrive and through ongoing efforts to reduce our environmental impact.」
The company presents the establishment of a framework that enables diverse talent to thrive as an ongoing policy for fulfilling its mission as a corporate citizen.