Strengthening Human Capital Management and Workforce Diversity
First written in FY2023. 3 of 8 entries say "Advanced", first in FY2024-Q1. Latest entry: 2026-06-17.
- 2026-06-17RestatedManagement plan
「Introduction and expansion of incentive plans for employees Increase in the employee stock ownership plan contribution rate for three consecutive years Increase in salary levels, particularly for younger employees Introduction of a performance-linked bonus system」
The company reconfirms its human-capital management initiatives through employee incentives, the employee stock ownership plan, salary levels, and performance-linked bonuses. - FY2026Progress on Workforce Metrics and Lower Female Hiring RatioAnnual report
「Percentage holding major sales representative qualifications and other qualifications (Note 1) 95.0% 90.7% Percentage holding financial professional qualifications (Note 2) 50.0% 19.4% Percentage of female employees among employees hired 50.0% 15.8%」
Against the targets through March 2027, the percentage holding major sales representative qualifications and other qualifications was 90.7%, while the percentage holding financial professional qualifications was 19.4%. Although the qualification-related metrics improved, the female hiring ratio declined from 18.8% in the previous fiscal year to 15.8%, and the percentage of female managers was 1.7%. The compliance training completion rate was 100%. - FY2025RaisedAnnual report
「Metric Target (through March 2027) Actual Percentage holding major sales representative qualifications and other qualifications 95.0% 90.2% Percentage holding financial professional qualifications 50.0% 14.2% Percentage of female employees among employees hired 50.0% 18.8%」
The deadline for the human resources targets was revised to March 2027, and target levels were raised, including targets of 95% for the percentage holding major sales representative qualifications and other qualifications and 50% for the percentage holding financial professional qualifications. The ratios of managers who were mid-career hires, women and foreign nationals, as well as the compliance training completion rate, were newly adopted as metrics. - FY2025-H1AdvancedAnnual report
「This plan is an incentive plan under which the trustee of a trust established and funded by the company as settlor (the "Trust") uses the trust funds to acquire the company's common shares and then delivers to employees who satisfy certain requirements a number of the company's shares corresponding to the points granted by the company.」
Under the RS trust for employees, the company updated the operating status of the measure aimed at strengthening human capital and improving employee engagement, as share acquisitions and holdings progressed following the additional trust funding. - FY2024AdvancedAnnual report
「Percentage holding major sales representative qualifications and other qualifications (Note 1) 90.0% 91.8% Percentage holding financial professional qualifications (Note 2) 24.0% 15.2% Percentage of female employees among employees hired 50.0% 29.4%」
Against the human resources targets through March 2026, the percentage holding major sales representative qualifications and other qualifications was 91.8%, exceeding the 90.0% target. The percentage holding financial professional qualifications was 15.2%, and the female hiring ratio was 29.4%, with actual results updated for several metrics. Measures including support for obtaining qualifications, roundtable discussions for female career-track employees and telework rules were also implemented. - FY2024-Q3RestatedAnnual report
「Under its basic sustainability policy, the company regards employees' capabilities as important management capital, and is working to create a workplace where all employees can exercise those capabilities in a healthy and safe environment while continuously enhancing their value. The company believes that introducing this plan will further strengthen human capital, the core of its management capital.」
The company reconfirmed its policy of regarding human capital as important management capital and strengthening it through an RS trust for employees. - FY2024-Q1AdvancedAnnual report
「Under its basic sustainability policy, the company regards employees' capabilities as important management capital, and is working to create a workplace where all employees can exercise those capabilities in a healthy and safe environment while continuously enhancing their value. The company believes that introducing this plan will further strengthen human capital, the core of its management capital.」
The introduction of an RS trust for employees is positioned as a means of further strengthening human capital. A specific share-based incentive measure has moved into the implementation phase under the company's human capital management policy. - FY2023First statedAnnual report
「Metric Target (through March 2026) Actual Percentage holding major sales representative qualifications and other qualifications 90.0% 88.0% Percentage holding financial professional qualifications 24.0% 12.0% Percentage of female employees among employees hired 50% 28.6%」
The company established the development of financial professionals, workforce diversity, high professional ethics, next-generation leadership development and the use of digital transformation talent as its human resources agenda. It disclosed targets and actual results through March 2026 for qualification-holding rates, the female hiring ratio, the demographic composition of managers and the compliance training completion rate, among other metrics.