Human Capital Development, Diversity and the Creation of a Supportive Workplace Environment
First written in FY2024. 1 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
- FY2026Updated Human Capital Metric ResultsAnnual report
「Female managers as a percentage of female employees at section-chief level or above: 22.4%; target of at least 30% by fiscal 2030. Percentage of employees hired mid-career: 11.4%; target of at least 20% by fiscal 2030. Reduction in annual total actual working hours: average monthly overtime per employee, 10.5 hours; target of 8.5 hours by fiscal 2026. Average annual paid leave taken per employee: 13.8 days; target of 13 days by fiscal 2026. Employee engagement survey score: 71.1 points; target of 78.8 points by fiscal 2027.」
Updated the results and time-bound targets for the percentage of female managers, percentage of mid-career hires, working hours, annual paid leave and employee engagement. - FY2025AdvancedAnnual report
「Our group uses the following indicators for its policies on human-resource development, including securing a diverse workforce, and improving the internal work environment. The targets and results based on these indicators are as follows. Female managers as a percentage of managers at section-chief level or above: 20.4%; target of at least 30% by fiscal 2030 Percentage of employees hired mid-career: 8%; target of at least 20% by fiscal 2030 Employee engagement survey score: 73.8 points; target of +5 points to 78.8 points by fiscal 2027」
Expanded the human capital indicators beyond the percentage of female managers to include the percentage of mid-career hires, overtime, paid leave and employee engagement, and presented time-bound targets for fiscal 2030, fiscal 2027 and other periods. - FY2024First statedAnnual report
「Our group uses the following indicators for its policies on human-resource development, including securing a diverse workforce, and improving the internal work environment. The targets and results based on these indicators are as follows: female managers as a percentage of managers at section-chief level or above: 19.8%; target of at least 30% by fiscal 2030.」
Systematized measures relating to human capital, including human-resource development, the continued employment of people up to age 65, capability development, work-life balance, health management and digital utilization, and disclosed specific targets for the first time, including at least 30% female managers, 8.5 hours of overtime and 13 days of paid leave.