A Corporate Culture That Makes Use of the Abilities and Individual Qualities of a Diverse Workforce
First written in FY2016. 5 of 8 entries say "Advanced", first in FY2017. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「In April 2026, we revamped the foundation of our human capital management, including our personnel systems. Specifically, to achieve the goals of supporting diverse growth, encouraging employees to take on challenges, and fairly rewarding results and effort, we integrated the career tracks for professional and administrative positions and revised the grading system into one based on ability, job difficulty and management responsibility. We also revamped the performance evaluation system to cover the process and quality of actions involved in pursuing mid- to long-term challenges, as well as the compensation system aligned with market levels for each job.」
Measures to utilize diverse talent progressed from setting targets for the proportion of women to revising the human capital management platform, including the integration of career tracks and the overhaul of the grading, performance evaluation and compensation systems. Women accounted for 57.4% of new graduate hires and 14.7% of management positions. - 2026-05-11RestatedEarnings
「Based on our Diversity Policy, we promote the recruitment, development and advancement of diverse talent. We will continue creating workplaces where each person can work comfortably and realize diversity, equity and inclusion in which diverse talent can thrive and work together.」
Reconfirms the policy of recruiting, developing and advancing diverse talent. - FY2023RaisedAnnual report
「We have formulated an action plan with quantitative targets to promote women's participation and enable each employee to pursue diverse and flexible work styles. The targets include maintaining the proportion of women among new graduate hires at 40% or higher and raising the proportion of women in management positions to 30% or higher by 2030.」
Regarding the use of diverse talent, the company specified targets of at least 40% women among new graduate hires and at least 30% women in management positions by 2030, making the figures and deadlines explicit. - FY2021AdvancedAnnual report
「We introduced the Career Challenge Program, an internal job-posting system, to actively support employees in developing their own careers and strengthen employee engagement by improving motivation.」
As part of its policy of drawing on the abilities of diverse talent, the company introduced an internal job-posting system under which employees can apply for positions in their preferred departments regardless of their current business area or department. - FY2020AdvancedAnnual report
「We were selected for Semi-Nadeshiko 2020, jointly conducted by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange, for the second consecutive year following 2019. Promoting diversity is one of our management policies. By setting quantitative targets for women's participation and work-life balance, we clarify the issues and objectives and are implementing various measures relating to recruitment, development, promotion and support for balancing work and family responsibilities.」
The company reports its selection as Semi-Nadeshiko 2020 for the second consecutive year and measures using quantitative targets in connection with diversity and work styles. - FY2019AdvancedAnnual report
「With regard to the Nadeshiko Selection jointly conducted by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange, we were selected as one of the companies designated as Semi-Nadeshiko 2019 from approximately 3,600 companies listed on the Tokyo Stock Exchange.」
The company reports its selection as Semi-Nadeshiko 2019 for initiatives relating to diversity in its workforce and work styles. Its Fourth Medium-Term Management Plan specifies securing a diverse workforce, developing global talent and reforming work styles. - FY2017AdvancedAnnual report
「We have established the following bodies to implement and ensure effective corporate governance. We have adopted this governance structure because we believe that the functions of these bodies enable appropriate corporate management.」
The disclosure also notes that the company was externally recognized for promoting women's participation and health management, and that 1 of its 25 executive officers was a woman. - FY2016First statedAnnual report
「We established a Diversity Promotion Office within the Human Resources Department. Based on our basic diversity policy, we are promoting the development and application of the abilities and individuality of diverse talent, fostering a corporate culture in which employees can thrive, and developing human resources.」
Establishing a Diversity Promotion Office is cited as a specific measure.