Strengthening Diversity, Health and Productivity Management, Transformation Talent and Employee Engagement through a Human Capital Strategy
First written in FY2023. 2 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「In fiscal 2025, we are reallocating personnel and strengthening recruitment in the environmental, guarantee and overseas business fields, and will continue optimizing our human capital portfolio in alignment with company-wide priority strategies.」
We translated our human capital strategy into specific initiatives involving personnel reallocation and strengthened recruitment in the environmental, guarantee and overseas business fields, digital talent development, and engagement management. - FY2025ReframedAnnual report
「Under the three-year medium-term management plan Do next!, which begins in fiscal 2025, we will implement initiatives for employees under the theme of enhancing well-being and corporate value through further development of human capital management.」
Reorganized human capital initiatives from managing results for women's advancement, health management, digital talent and engagement to focusing under Do next! on well-being and enhancing corporate value. - FY2024AdvancedAnnual report
「Fiscal 2022 results Fiscal 2023 results Fiscal 2024 targets Women as a percentage of managers 13.3% 17.8% 19% Number of certified digital talent employees － 219 400 Engagement score 3.1 3.0 3.1」
Disclosed fiscal 2023 results and fiscal 2024 targets for human capital, including the proportion of women in management positions, digital talent and engagement. - FY2023First statedAnnual report
「We are implementing initiatives for employees focused on diversity, promotion of health management, development of transformative talent and improved engagement.」
Organized the recruitment and promotion of diverse talent, workstyles that enable employees to balance work and life, business leader training, digital talent certification and organizational development as human capital initiatives. Set fiscal 2023 targets of 15% for the proportion of women in management positions, 90% for the rate of men taking childcare leave, 85% for the proportion of employees taking at least 60% of their paid leave, 12 graduates of business leader training, 200 certified digital talent employees, and 15 sites implementing organizational development.