Numerical Targets Related to Human Capital, Diversity and Working Conditions
First written in FY2023. 1 of 2 entries say "Softened", first in FY2025. Latest entry: FY2025.
- FY2025SoftenedAnnual report
「For these indicators, we had previously set quantitative targets. Going forward, rather than pursuing the target figures themselves as results, we will continue working to improve the internal environment and working environment in a manner that can maximize corporate value, while appropriately analyzing and evaluating annual trends in the figures.」
Regarding human capital and diversity, the company changed its policy from pursuing the achievement of the quantitative targets previously established to analyzing and evaluating annual trends in the indicators and improving the working environment. - FY2023First statedAnnual report
「Percentage of female employees in management positions: 30% by March 2027; 20.0% Percentage of male employees taking parental leave: 100% by March 2025; 33.3% Gender pay gap: 80% by March 2027; 74.3% Percentage of female employees: 40% by March 2027; 30.5% Statutory employment rate for people with disabilities: 3.0% by March 2025; 0.8% Percentage of foreign employees: 7.0% by March 2027; 3.9% Average monthly overtime: no more than 15 hours/month by March 2027; 16.0 hours/month」
The company set deadlines and targets for the percentage of women in management, parental leave uptake, the gender pay gap, the percentages of female, disabled and foreign employees, and average monthly overtime, and also disclosed actual results for the fiscal year.