Employee Engagement and a Workplace Where Diverse Talent Can Thrive
First written in FY2023. 3 of 5 entries say "Advanced", first in FY2024. Latest entry: 2026-06-29.
The whole theme swung hardest in 2021: 1 of 12 companies on the "Worse" side.
1 other company's latest entry also says "Raised".
- 2026-06-29RaisedGovernance
「Women account for 5.2% of management positions, or only 4.7% when limited to section-manager positions and above. However, we plan to raise the percentage of female managers to 20% by fiscal 2030 by increasing the pool of female talent through stronger recruitment of female employees, including a 49.4% female share of new graduates hired in fiscal 2026, and by actively promoting the appointment of female non-regular employees to regular positions. We will also promote the creation of role models for appointments to positions and management roles, including forums designed to foster career awareness among female employees.」
The company stated a plan to raise the female-management ratio to 20% by fiscal 2030, exceeding the previously disclosed target of 5.0%. - FY2026AdvancedAnnual report
「The uptake rate for Ikumen Leave was 98.4% in fiscal 2025. From fiscal 2024, the required number of days was increased from 14 to 28, and the Group is creating a workplace where employees can enjoy both childcare and work, regardless of gender, as part of their lifestyle.」
The Group disclosed a male childcare leave uptake rate of 98.4%, a required period of 28 days, and a 4.7% ratio of women in management positions across the consolidated group, indicating progress in D&I initiatives. It also referred to the outlook for achieving its fiscal 2030 target of a 5.0% ratio of women in management positions. - FY2025AdvancedAnnual report
「The uptake rate for Ikumen Leave was 98.5% in fiscal 2024. From fiscal 2024, the required number of days was increased from 14 to 28, and the Group is creating a workplace where employees can enjoy both childcare and work, regardless of gender, as part of their lifestyle.」
The Group expanded male childcare leave and D&I initiatives, increased the required number of days to 28, and disclosed an uptake rate of 98.5%. The ratio of women in management positions across the consolidated group is 2.0%, and the employee engagement score is 63 points. - FY2024AdvancedAnnual report
「・Promoting workplace dialogue based on the results of the engagement survey (introduced in fiscal 2023) ・Developing diverse working arrangements based on employee feedback ・Conducting management review interviews ・Assigning employees to suitable positions based on self-assessment forms」
Regarding employee engagement and a working environment where diverse talent can thrive, the Group formed a team to promote the use of engagement surveys in fiscal 2023 and implemented measures including removing promotion restrictions based on work location, temporary relaxation of such restrictions, greater flexibility in reduced-hours nursing-care leave, and subsidies for holiday childcare costs. The ratio of women in management positions across the consolidated group is 1.8%, the male childcare leave uptake rate is 96.3%, and the employee engagement score is 64 points. - FY2023First statedAnnual report
「Diversity and inclusion are the pillars of the Group’s human resources strategy. The Group is focusing most strongly on linking higher employee engagement to increased corporate value by promoting initiatives to create a rewarding working environment where diverse talent can thrive.」
The Group has organized human capital as an independent material sustainability issue and systematically disclosed initiatives including a reduced-hours childcare program, a Diversity Council, health management, hiring of approximately 200 people annually, DX training, support for professional qualifications and engagement measurement.