Strengthening Dialogue with Investors, CSR, Talent Development and Workstyle Reform
First written in FY2017. 6 of 14 entries say "Advanced", first in FY2021-Q1. Latest entry: 2026-09-03.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
- 2026-09-03Cited as achievedOther Disclosures
「In 2022, the Company was selected for the first time as a constituent of all ESG indices managed by GPIF, and this year it was again selected for all ESG indices.」
Inclusion in the constituents of all 6 ESG indices managed by GPIF was presented as a result of initiatives related to human capital, CSR and sustainability. The original canonical thread remains unchanged. - FY2026AdvancedAnnual report
「Proportion of female managers: at least 20% by FY2030; 16.7% Proportion of managers among career hires: at least 40% by FY2030; 47.9% Paid annual leave utilization rate: at least 70% per year; 81.1% Rate of male employees taking childcare leave: 100% by FY2030; 50.0%」
For human capital, the company disclosed FY2030 targets and FY2025 results. The proportion of female managers was 16.7%, the proportion of managers among career hires was 47.9%, the paid annual leave utilization rate was 81.1% and the rate of male employees taking childcare leave was 50.0%. - 2026-04-30AdvancedFinancial Results Presentation
「Certified as a “Health and Productivity Management Outstanding Organization 2026 (White 500)” for the fourth consecutive year.」
The fourth consecutive certification as a Health and Productivity Management Outstanding Organization was reported as a result of initiatives related to human capital and health management. - FY2025AdvancedAnnual report
「Initiatives, numerical targets and results Proportion of female managers: at least 20% by FY2030; 15.2% Proportion of managers among career hires: at least 40% by FY2030; 45.5% Rate of male employees taking childcare leave: 100% by FY2030; 100.0% Paid annual leave utilization rate: at least 70% per year; 81.4%」
For human capital initiatives, the company disclosed targets and FY2024 results for the proportion of female managers, the proportion of managers among career hires, the rate of male employees taking childcare leave and the paid annual leave utilization rate. - FY2024RaisedAnnual report
「Under the basic human capital management policy set out in the above section “(2) Strategy <Policy on human resources development, including securing workforce diversity, and policy on developing the internal environment>,” which we established on 29 March 2024, we have set new numerical targets to achieve our long-term vision. While strengthening organizational capabilities, developing talent internally and acquiring talent externally, we will work to maximize our human capital.」
Human capital initiatives were expanded to address the long-term vision, including developing people to realize the corporate purpose, building an organization that leverages diversity and promoting health management. FY2030 targets were also set, including at least 20% female managers and a 100% rate of male employees taking childcare leave. - FY2023AdvancedAnnual report
「We have established numerical targets for the proportion of women among managers, the rate of male employees taking childcare leave, the proportion of women among new graduate hires and the proportion of managers among mid-career hires. We are also embracing a diverse workforce in order to actively appoint mid-career hires and personnel with specialized expertise.」
The previous policy on talent development and work-style reform was made more specific through measurable targets for workforce diversity. The FY2025 targets are at least 10% female managers, at least 50% of male employees taking childcare leave, at least 30% women among new graduate hires and approximately 40% managers among mid-career hires. - FY2022RaisedAnnual report
「We have adopted the practice of sustainability management as a strategy. In particular, as part of our efforts to achieve a decarbonized society, we updated our medium- to long-term targets for reducing greenhouse gas emissions and set a new target of reducing the greenhouse gas emissions of the Group as a whole (Scope 1 + 2) by 50% from FY2018 levels by FY2030. We also announced our support for the recommendations of the Task Force on Climate-related Financial Disclosures (TCFD), which encourage disclosure of information on the risks and opportunities that climate change presents to businesses, and will continue to expand our disclosures.」
The sustainability initiatives were expanded to include a numerical decarbonization target, support for the TCFD recommendations and expanded information disclosure. - FY2021-Q2AdvancedAnnual report
「We also worked to prevent the spread of COVID-19 by implementing remote work, using web conferencing systems and other tools, and digitizing internal procedures.」
In addition to remote work and the use of web conferencing systems, we digitized internal procedures. - FY2021-Q1AdvancedAnnual report
「We also worked to prevent the spread of COVID-19 by implementing remote work and using telephone and web conferencing systems.」
As work-style initiatives, we implemented remote work and the use of telephone and web conferencing systems. - FY2020ReframedAnnual report
「To achieve a sustainable society and sustainable growth, we will establish a Sustainability Committee (provisional name) to address social issues and contribute to the SDGs through our corporate activities. Effectiveness will be enhanced by having management and senior employees monitor the PDCA cycle.」
Stakeholder initiatives covering CSR, talent development and work-style reform were reorganized into sustainability management encompassing the SDGs and the resolution of social issues, with PDCA management by a committee. - FY2019-Q3RestatedAnnual report
「We will also make this a period for strengthening initiatives to meet the expectations of stakeholders, including enhanced corporate governance, engagement with investors, promotion of CSR, talent development and work-style reform.」
The policy of strengthening governance, investor engagement, CSR, talent development and work-style reform has been reaffirmed. - FY2019-Q2RestatedAnnual report
「We will also make this a period for strengthening initiatives to meet the expectations of stakeholders, including enhanced corporate governance, engagement with investors, promotion of CSR, talent development and work-style reform.」
The policy of strengthening governance, investor engagement, CSR, talent development and work-style reform has been reaffirmed. - FY2019-Q1RestatedAnnual report
「We will also make this a period for strengthening initiatives to meet the expectations of stakeholders, including enhanced corporate governance, engagement with investors, promotion of CSR, talent development and work-style reform.」
The policy of strengthening governance, investor engagement, CSR, talent development and work-style reform has been reaffirmed. - FY2017First statedAnnual report
「We will also make this a period for strengthening initiatives to meet the expectations of stakeholders, including enhanced corporate governance, engagement with investors, promotion of CSR, talent development and work-style reform.」
Engagement with investors, CSR, talent development and work-style reform were presented together for the first time as measures to strengthen stakeholder engagement.