Diversity and health and productivity management centered on maximizing each employee’s potential
First written in FY2021. 5 of 7 entries say "Advanced", first in FY2022. Latest entry: 2026-10-01.
The whole theme swung hardest in 2021: 1 of 12 companies on the "Worse" side.
26 other companies' latest entry also says "Advanced".
- 2026-10-01AdvancedGovernance
「We regard human resources as the foundation of consolidated management, promote human capital management that draws out the full potential of each individual, and aim to be a company where every employee can shine.」
The Company has articulated its human capital initiatives as a “human resources management policy,” specifying measures including wage increases, support for professional qualifications and flexible working arrangements. - FY2026AdvancedAnnual report
「From FY2025, the Company expanded its support for self-directed learning costs from 50% to 75% and newly introduced a qualification acquisition support program with incentive payments. Following these expanded programs, the number of users of self-directed learning support increased by approximately 30% from the previous fiscal year, and a total of 330 people obtained new qualifications during the year.」
Human capital initiatives included expanded support for self-directed learning, qualification acquisition support, flexible working arrangements and improved employee compensation. The female management ratio was 14.8% and the male childcare leave uptake rate was 97.6%; the Company has set targets of a female management ratio of at least 18% by the end of FY2026 and achieving and maintaining a 100% male childcare leave uptake rate by the end of March 2027. - FY2025AdvancedAnnual report
「The future target is to achieve a female management ratio of at least 18% by the end of FY2026. The Company has also set a target of achieving and maintaining a 100% male childcare leave uptake rate by the end of FY2026, and achieved 100% in FY2024 (*).」
The female management ratio reached 14.2%, representing progress toward the target of at least 18% by the end of FY2026. The male childcare leave uptake rate reached 100% in FY2024. - FY2024RaisedAnnual report
「As new future targets, the Company will work to achieve and maintain a female management ratio of at least 18% and a 100% male childcare leave uptake rate by the end of FY2026, while advancing further initiatives.」
The target for the female management ratio was raised from at least 10% to at least 18%, with a new target deadline of the end of FY2026. The FY2023 result was 13.9%, while the male childcare leave uptake rate was 93.9%. - FY2023AdvancedAnnual report
「FY2023 target (set in FY2020) / FY2022 result: Employee engagement: A (third-highest of 11 levels) / B (sixth-highest of 11 levels); women in management positions: at least 10% / 12.9%; male childcare leave uptake rate: 100% / 90.6%; training program utilization rate: at least 30% / 24.3%.」
As quantitative progress on human capital initiatives, the female management ratio reached 12.9% against the FY2023 target of at least 10%, while the male childcare leave uptake rate was 90.6% and the training program utilization rate was 24.3%. - FY2022AdvancedAnnual report
「FY2023 target (set in FY2020) / FY2021 result: Women in management positions: at least 10% / 8.9%; male childcare leave uptake rate: 100% / 88.9%; training program utilization rate: at least 30% / 23.5%.」
The Company disclosed FY2021 results against its FY2023 human resources targets, including an 8.9% female management ratio and an 88.9% male childcare leave uptake rate. - FY2021First statedAnnual report
「As part of its human resources strategy under the medium-term three-year management plan beginning in FY2021, the Company has set the goals of supporting the maximization of each employee's individuality and returning employee growth to the Company, with the aim of improving employee engagement. Specific targets include having women account for at least 10% of management positions and achieving a 100% male childcare leave uptake rate by the end of FY2023, as well as becoming a company where employees can work in good health through the establishment of health management. The Company is promoting diversity management and health management from three perspectives: systems, culture and mindset.」
Improving employee engagement was positioned as a human resources strategy, with targets and measures including a female management ratio of at least 10% and a 100% male childcare leave uptake rate by the end of FY2023.