Work Style Reform and Workplace Environment Development through Work Style Innovation
First written in FY2021. 2 of 5 entries say "Advanced", first in FY2024. Latest entry: FY2026.
- FY2026ReframedAnnual report
「We are advancing our human resources strategy around three common priority themes: "pursuing rewarding and comfortable work," "enabling diverse talent to thrive" and "creating an organization that generates synergies."」
The WSI-centered work style reform was reorganized under human capital management toward Vision 2035 into three themes: rewarding work, diversity and organizational synergies. - FY2025AdvancedAnnual report
「We established the Cosmos Initia Health Declaration and have been advancing health management to maintain and improve employees' physical and mental health. We have been certified as a Health Management Excellent Corporation for 5 consecutive years since 2021.」
In addition to work style reform, including WSI, workplace improvements through health management and diverse work styles have advanced, resulting in certification as a Health Management Excellent Corporation for the fifth consecutive year. - FY2024AdvancedAnnual report
「We regard human capital as a particularly important management resource. In addition to strengthening training to develop business skills, leadership and other capabilities, enhancing programs that support self-directed learning, childcare support programs and various leave programs, we are working to strengthen human capital and create an environment in which employees can work energetically, securely and for the long term. These efforts include continuing our distinctive work style reform, WSI (Work Style Innovation), to create value and improve productivity; initiatives in health management to maintain and improve employees' physical and mental health; and promoting the project "Considering Cosmos Initia's Approach to Gender Freedom," which aims to build a company where everyone can play an active role regardless of gender.」
In addition to WSI, measures to strengthen human capital were given concrete form through training and learning support, childcare and leave programs, health management and gender-free initiatives. - FY2022RestatedAnnual report
「Further promotion of the Company's distinctive work style reform, Work Style Innovation (WSI※)」
Work style reform through Work Style Innovation has continued as part of the social initiatives under ESG management. - FY2021First statedAnnual report
「Compared with the fiscal year ended March 2015, when these initiatives began, the Company's operating profit for the fiscal year ended March 2021 was up 52%, employees' average monthly overtime hours were down 33%, and the paid-leave utilization rate had improved by 20 percentage points to 65%. In addition, to promote diverse work styles, we have promoted company-wide use of remote work, support for balancing work with childcare and nursing care, and the introduction of a side-job program. Women account for 58% of employees, almost all employees who took childcare leave have returned to work, and employees working reduced hours because of childcare or nursing care account for 8%.」
For the first time, the changes from the fiscal year ended March 2015 to the fiscal year ended March 2021 in operating profit, overtime hours, paid-leave utilization, the proportion of female employees and other indicators, together with measures including remote work, work-life balance support and a side-job program, were disclosed in a consolidated form.