Work-Life Balance and Work-Style Reform
First written in FY2017. 6 of 10 entries say "Advanced", first in FY2020-Q3. Latest entry: FY2026.
90 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「The company is also working to maintain and improve employee health and will promote health management through 100% participation in health check-ups and subsidies for comprehensive medical examinations, among other measures.」
For work-style reform and employee support, the company has expanded its initiatives into health management, including 100% participation in health check-ups and subsidies for comprehensive medical examinations. - FY2025SoftenedAnnual report
「Metric Target for fiscal 2027 Fiscal 2024 actual Proportion of female managers At least 15% 13.8% Engagement score At least 80% 72.1%」
The deadline for achieving a proportion of female managers of at least 15% has changed from the end of March 2025 to fiscal 2027. The fiscal 2024 actual proportion was 13.8%, while the engagement score was 72.1% against a target of at least 80%. - FY2023AdvancedAnnual report
「・Raise the uptake of childcare leave and related leave to at least the following levels. -Male employees: at least 50% for the combined percentage of employees taking childcare leave (at least 1 employee) and employees taking leave for the birth of a spouse -Female employees: at least 90% for the same uptake rate ・Aim for women to account for at least 30% of new hires. ・Aim for women to account for at least 15% of managers. Plan period: 1 April 2022–31 March 2025」
For work-life balance and diversity, the company has set targets through the end of March 2025 for childcare-related leave by gender, the proportion of female hires, and the proportion of female managers. - FY2023-Q3AdvancedAnnual report
「In December, the company also received “Kurumin” certification from the Minister of Health, Labour and Welfare as a “company supporting child-rearing.” It will continue working to create an employee-friendly environment in which all employees can exercise their abilities while maintaining a balance between work and family life.」
For work-life balance and employee support, the company received “Kurumin” certification from the Minister of Health, Labour and Welfare in December and is developing an environment that supports balancing work and family life. - FY2023-Q1Hybrid work initiatives explicitly statedAnnual report
「In addition to increasing conventional office-based work, the company is also accommodating hybrid work combining office-based and remote work. It is working to prevent the spread of COVID-19 and improve work styles and work-life balance by making use of staggered working hours and leave.」
The company has moved from an approach centred on remote work to a more specific work model combining increased office attendance with remote work, staggered working hours, and taking leave. - FY2022-Q2AdvancedAnnual report
「In addition, through an agreement with Aigran Co., Ltd., which operates childcare services nationwide, employees with children can use childcare facilities directly operated by Aigran that have been certified under the employer-led childcare business scheme. The company is also actively working to improve its employees’ working environment.」
For work-style reform and employee support, the company established an environment enabling employees with children to use certified childcare facilities through an agreement with Aigran. - FY2022-Q1RestatedAnnual report
「The company also continues to encourage working from home, staggered working hours, and taking leave in an effort to prevent the spread of COVID-19.」
As part of its response to COVID-19, the company continues to encourage working from home, staggered working hours, and taking leave. - FY2020AdvancedAnnual report
「To prevent the spread of COVID-19, the company began implementing rotating office attendance and telework (working from home).」
As part of its work-style reform, the company began implementing rotating office attendance and telework in response to the spread of COVID-19. - FY2020-Q3AdvancedAnnual report
「In addition, under the Act on Promotion of Women’s Participation and Advancement in the Workplace, the company received “Eruboshi (Level 2)” certification from the Minister of Health, Labour and Welfare as an outstanding company promoting women’s advancement.」
For work-style reform and diversity initiatives, the company cited the acquisition of “Eruboshi (Level 2)” certification under the Act on Promotion of Women’s Participation and Advancement in the Workplace as a specific achievement. - FY2017First statedAnnual report
「・Bring forward the end of the working day company-wide to promote work-life balance ・Have all employees fundamentally review conventional work practices and pursue thorough operational efficiency ・Strengthen initiatives related to diversity, among other measures」
The company has identified work-style reform centred on bringing forward the end of the working day, improving operational efficiency, and promoting diversity as a new key initiative.