Securing and Developing Human Resources and Improving the Working Environment
First written in FY2016. 2 of 8 entries say "Restated". Latest entry: FY2026.
- FY2026RaisedAnnual report
「Women in management: target of at least 12.5%; actual 12.1%」
The target for the proportion of women in management by 31 March 2027 was raised from at least 12.0% to at least 12.5%. The actual result was 12.1%, while women accounted for 40.3% of employees in positions of responsibility and 51.9% of new graduate hires. For the development of next-generation management talent, the external development programme has been expanded to 30 selected employees at the department manager and deputy department manager levels. - 2026-05-20AdvancedResults presentation
「In areas requiring greater specialization, such as DX and marketing, we are actively hiring specialist personnel externally, integrating them into the organization and upgrading decision-making.」
The hiring of external specialists and their integration with existing personnel are being advanced as specific measures under the company’s human capital management strategy. - FY2025Annual human resources metrics results updateAnnual report
「Women among new graduate hires: 66.8% Women in positions of responsibility: 39.0% Women in management: 11.1%」
Against the targets for the proportion of women by the end of March 2026, results for the fiscal year were 66.8% among new graduate hires, 39.0% in positions of responsibility, and 11.1% in management. The parental leave uptake rate was 92.2% for men and 117.6% for women. - FY2024RaisedAnnual report
「(1) Maintain the proportion of women among new graduate hires at approximately 50%. (2) Raise the proportion of women in positions of responsibility to at least 40%. (3) Raise the proportion of women in management positions to at least 12%.」
The target was expanded from the previous goal of a female management ratio of at least 10% through the fiscal year ending March 2024 to targets by the end of March 2026 of at least 12% women in management, at least 40% women in positions of responsibility, and maintaining the proportion of women among new graduates hired at approximately 50%. - FY2023AdvancedAnnual report
「In its medium-term management plan, Aoyama Reborn 2023, the company has set a target of raising the proportion of women in management positions to at least 10% by March 2024 as part of its policies for developing talent, including ensuring workforce diversity, and improving the internal work environment. As of the end of March 2023, the proportion was 10.2%.」
The proportion of women in management positions reached 10.2% as of the end of March 2023, against the target of at least 10% by March 2024. The company has also established a new action plan to raise the proportion to at least 12% by the end of March 2026. - FY2019RestatedAnnual report
「The company needs to continually recruit and develop talented personnel, assign staff appropriately, improve the work environment to promote employee retention, and do so to support its growth.」
The company continues to identify recruitment, development, assignment, work-environment improvements and retention as talent-related issues for growth. - FY2017RestatedAnnual report
「The company needs to continually recruit and develop talented personnel, assign staff appropriately, improve the work environment to promote employee retention, and do so to support its growth.」
The company has again identified recruitment, development, assignment, work-environment improvements and retention as key issues for growth. - FY2016First statedAnnual report
「The company needs to continually recruit and develop talented personnel, assign staff appropriately, improve the work environment to promote employee retention, and do so to support its growth.」
The company explicitly identifies recruitment, development, assignment, work-environment improvements and retention as personnel measures supporting growth.