Shimamura (8227) · InitiativeAdvanced
Human Capital Investment, Women’s Advancement, and Diverse Talent Participation through the Employment of People with Disabilities
First written in FY2025. 1 of 3 entries say "Raised", first in 2026-04-23. Latest entry: FY2026.
3entries
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Promoting Diverse Talent and Developing an Inclusive Work EnvironmentA theme 253 companies write about · 0 as a headwind · 261 as a tailwind
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Showing 14 of the 193 companies compared. The sentences above are computed from all 193.Comparing 200 of the theme's 261 threads.Full recordFilings, disclosures and news, newest first
- FY2026AdvancedAnnual report
「Since fiscal 2023, as part of efforts to create an environment in which women can thrive, we have conducted the “Shimamura Women’s Advancement Program” to enhance the capabilities of women in management positions.」
Human capital initiatives expanded to include the Women’s Advancement Program, promotion of M employees to store manager positions, education by employee level, employment of people with disabilities, a retirement age of 65, childcare and nursing-care support, and health-oriented management. Results and targets including a 20.2% ratio of women in management and an employment rate for people with disabilities of 5.36% were also disclosed. - 2026-04-23RaisedGeneral Meetings of Shareholders
「Percentage of women in management: 23.0%*5 Employment rate for people with disabilities: 5.0%」
Targets of 23.0% for the percentage of women in management and 5.0% for the employment rate of people with disabilities were presented as part of the human capital and workforce diversity plan. - FY2025First statedAnnual report
「Since fiscal 2023, as part of efforts to create an environment in which women can thrive, we have conducted the “Shimamura Women’s Advancement Program” to enhance the capabilities of women in management positions.」
A range of human capital and diversity initiatives was disclosed together, including a curriculum for women in management, promotion of M employees to store manager positions, job rotation, education by employee level, employment of people with disabilities, and changing the retirement age to 65. Metrics including a 19.3% ratio of women in management, a fiscal 2025 target of 21.0%, and an employment rate for people with disabilities of 5.03% were also presented.