Promoting Talent Development and Reskilling, Engagement, and Diversity
First written in FY2023. 2 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2020: 2 of 7 companies on the "Worse" side.
1 other company's latest entry also says "Other".
- FY2026Decline in the engagement score and expansion of human capital initiativesAnnual report
「The third employee engagement survey conducted in fiscal 2025 produced an engagement score of 56.6%. Although this remains approximately 8 points above the average for other companies of a similar size, we will continue working to embed our proprietary behavioral standards, the “Five Axes” (1. compliance, 2. fairness, 3. ownership, 4. teamwork, and 5. human capital development), and to improve organizational issues.」
The score in the third engagement survey was 56.6%, down from the previously reported 77.8%. The company also reported that the score remained approximately 8 points above the average for other companies of a similar size, as well as efforts to embed the Five Axes and improve organizational issues. - FY2025AdvancedAnnual report
「In fiscal 2024, the second employee engagement survey, following the one conducted in fiscal 2023, produced an engagement score of 77.8%, an improvement of 4.1% year on year. ... In fiscal 2024, we formally introduced working from home, including home-based remote work, and staggered working hours, including slide work, for employees raising children, providing family care, or suffering from infectious diseases. ... The average paid leave utilization rate for all employees reached 92.6%. In fiscal 2025, we will establish a special leave program and strengthen support for illness, childcare, and family care.」
The second engagement survey recorded a score of 77.8%, an improvement of 4.1% year on year. The company formally introduced working from home and staggered working hours, recorded a paid leave utilization rate of 92.6%, and announced plans to establish a special leave program. - FY2024AdvancedAnnual report
「1. Human capital development and reskilling We provide 5 reskilling programs covering the knowledge required as real estate franchise headquarters staff, particularly specialist knowledge useful for supporting franchisee representatives managing their businesses in the VUCA era. In fiscal 2023, more than 40% of all employees took part. In fiscal 2024, we will continue these programs and establish a framework to address new digital technologies and promote the effective use of big data, with the aim of standardizing employees' digital literacy. 2. Employee engagement We conducted an employee engagement survey for the first time in fiscal 2023. The engagement score was 58%, with a response rate of 73% of our employees. In fiscal 2024, we will continue the survey to further improve employees' sense of purpose at work, identify the relationship between its results and the results of the NPS (Net Promoter Score) survey of customers, and clarify the connection between higher employee engagement and business performance. 3. Expanding the use of human resources and workforce mobility In fiscal 2023, we introduced home-based remote work and staggered working hours on a trial basis for employees raising children, employees caring for family members, and employees suffering from infectious diseases.」
The company provided 5 reskilling programs, with more than 40% of employees participating in fiscal 2023. It conducted an engagement survey for the first time, recording a score of 58% and a response rate of 73%, and introduced home-based remote work and staggered working hours on a trial basis for employees raising children, providing family care, or suffering from infectious diseases. - FY2023First statedAnnual report
「1. Human capital development and reskilling In addition to training in the knowledge and skills required at each level, we will provide opportunities to study various specialist fields, with the aim of strengthening skills as franchise headquarters staff and supporting individual career development. 2. Employee engagement We will conduct an engagement survey through a research institution and consider its application as a KPI for improving performance. 4. Diversity We will identify and make the necessary improvements to environments and factors that hinder the success of employees of all backgrounds, while considering measures to ensure fair treatment.」
The sustainability disclosure presents, for the first time in a systematic manner, human capital and workplace environment initiatives covering human capital development and reskilling, engagement surveys, and diversity.