Work Style Reform and Creating a Workplace Environment Where Everyone Can Work Comfortably
First written in FY2019. 3 of 5 entries say "Advanced", first in FY2023. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「Percentage of women in management positions 23.6 Childcare leave utilization rate among male employees 133.3 Average monthly non-scheduled working hours 25.4 hours Paid leave utilization rate 54.7%」
The Group updated its fiscal 2025 results for the workplace environment and diversity. Non-scheduled working hours were below the target of 30 hours or less, while women accounted for 23.6% of management positions and the paid leave utilization rate was 54.7%. - FY2025AdvancedAnnual report
「Average monthly non-scheduled working hours 30 hours or less 21.7 hours Paid leave utilization rate 70 % or higher 53.0 %」
For its supportive workplace environment, the Group discloses actual average monthly non-scheduled working hours of 21.7 hours against a target of 30 hours or less, and an actual paid leave utilization rate of 53.0% against a target of 70% or higher. - FY2023AdvancedAnnual report
「Average monthly non-scheduled working hours 30 hours or less 24.6 hours Paid leave utilization rate 70% or higher 42.8%」
For its supportive workplace environment, the Group discloses targets and actual results for non-scheduled working hours and the paid leave utilization rate for the fiscal year. - FY2021RestatedAnnual report
「Going forward, while continuing these initiatives, we will recognize and address as an issue the development of a workplace environment in which officers and employees can work comfortably in every respect, including appropriate placement of personnel and nondiscriminatory appointment of personnel.」
The Group continues to develop its workplace environment, including correcting excessive working hours, diverse and flexible work arrangements, health management, personnel placement and personnel appointments. - FY2019First statedAnnual report
「③ Work-style reform We believe that securing human capital is important for the Group to continue its operations stably in the future. To this end, we have worked to revise personnel systems and improve the workplace environment. Going forward, we will implement nondiscriminatory personnel systems and promote the appointment of personnel, while focusing on developing a workplace environment in which officers and employees can work comfortably in every respect.」
For the purpose of securing human capital, the Group has, for the first time, identified revisions to personnel systems, nondiscriminatory personnel systems, personnel appointments and the development of a supportive workplace as independent priority issues.