Grandy House (8999) · InitiativeHigher proportion of female employees and lower proportion of female managers
Strengthening Human Capital and Diversity and Setting Numerical Targets
First written in FY2023. 1 of 3 entries say "Softened", first in FY2025. Latest entry: FY2026.
3entries
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Recruitment and development of diverse talent and support for flexible working arrangementsA theme 590 companies write about · 3 as a headwind · 604 as a tailwind
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Showing 14 of the 195 companies compared. The sentences above are computed from all 195.Comparing 200 of the theme's 611 threads.Full recordFilings, disclosures and news, newest first
- FY2026Higher proportion of female employees and lower proportion of female managersAnnual report
「Female employees (%): 30.0 or higher 25.3 25.5 25.7 2030 …… Female managers (%): 10.0 or higher 2.4 2.4 1.6 2030」
The proportion of female employees increased to 25.7% in the fiscal year ended March 2026, while the proportion of female managers declined to 1.6%. The target year for both is 2030. - FY2025SoftenedAnnual report
「Female employees (%): 30.0 or higher 24.8 25.3 25.5 2030」
The proportion of female employees was 25.5% in the fiscal year ended March 2025, while the target year of 2025 stated previously has been changed to 2030 in the current indicator table. The proportion of female managers was 2.4%, with 2030 as the deadline for the 10% target. - FY2023First statedAnnual report
「The Group is developing its internal environment around 3 pillars—promoting diversity, work-style reform and human resource development—with the aim of creating a workplace where each employee can demonstrate their individuality and abilities. / Female employees (%): 30.0 or higher, 2025 / Female managers (%): 10.0 or higher, 2030」
The Company organized its human capital initiatives around 3 pillars—diversity, work-style reform and human resource development—and set targets of at least 30% female employees by 2025 and at least 10% female managers by 2030.