Securing and Developing Talent, Improving the Workplace Environment, and Employee Stock Benefit Trust through Human Capital Investment
First written in FY2023. 3 of 7 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「Women account for 63.1% of the Company’s employees, and women account for 26.3% of management positions. Given the gender composition of our workforce, we view providing female employees with further opportunities to play an active role as essential to energizing our human resources. We have set a KPI of raising the proportion of women in management positions to 40% by 2030 and will support the advancement of women in various ways.」
Specified fiscal 2030 targets for human capital initiatives, including a 40% proportion of women in management, a proportion of supervisors aged 30 or under of at least 30%, and total annual working hours of no more than 1,900, along with three policies covering engagement, development and creating a comfortable work environment. - 2026-04-28RestatedGeneral Meetings of Shareholders
「We will work to further strengthen our management base by investing in human capital to improve productivity, reviewing our financial and capital strategy, and promoting sustainability management.」
The policy of strengthening the management base, including through human capital investment, has been reiterated. - FY2025AdvancedAnnual report
「Women account for 66.0% of the Company’s employees, and women account for 29.6% of management positions. Given the gender composition of our workforce, we view providing female employees with further opportunities to play an active role as essential to energizing our human resources. We have set a KPI of raising the proportion of women in management positions to 40% by 2030 and will support the advancement of women in various ways.」
Specified human capital results and targets, including raising the proportion of women in management from 29.6% to at least 40% by fiscal 2030, the proportion of supervisors aged 30 or under from 15.62% to at least 30%, and reducing total annual working hours from 1,984 to no more than 1,900. - FY2024AdvancedAnnual report
「Women account for 67.0% of the Company’s employees, and women account for 30.2% of management positions. Given the gender composition of our workforce, we view providing female employees with further opportunities to play an active role as essential to energizing our human resources. We have set a KPI of raising the proportion of women in management positions to 40% by 2030 and will support the advancement of women in various ways.」
Developed the human capital investment policy into specific measures and fiscal 2030 targets, including a 40% proportion of women in management, an employment rate of at least 3% for people with disabilities, a proportion of supervisors aged 30 or under of at least 30%, and total annual working hours of no more than 1,900. - FY2024-Q3RestatedAnnual report
「The Company grants employees points each year based on profit levels when certain conditions relating to profits are met, and grants Company shares equivalent to the points awarded when they retire.」
Continued to disclose the operation of J-ESOP, under which points are awarded annually based on profit levels and shares are granted at retirement. - FY2024-Q2RestatedAnnual report
「The Company grants employees points each year based on profit levels when certain conditions relating to profits are met, and grants Company shares equivalent to the points awarded when they retire.」
Disclosed specific operating details for J-ESOP, including annual point awards based on profit levels and the granting of shares at retirement. - FY2023First statedAnnual report
「To create a virtuous cycle supporting the growth of the Group and contribute to enhancing corporate value over the medium to long term, we regard securing and developing human resources and improving the work environment as important issues and will invest in human capital. At a meeting of the Board of Directors held on 23 March 2023, the Company resolved to introduce a stock benefit trust (J-ESOP) for employees with a certain level of responsibility or higher. The Company decided to introduce this plan as part of its investment in human capital, with the aim of granting Company shares to employees and enabling them to become shareholders so that increases in the share price accompanying higher corporate value also contribute to employees’ asset formation.」
Identified securing and developing human resources and improving the work environment as important issues, and resolved to introduce J-ESOP for employees with a certain level of responsibility or higher as a specific human capital investment measure.