Developing Diverse Talent and Creating a Workplace Where Everyone Can Thrive
First written in FY2023. . Latest entry: FY2026.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
- FY2026Update to Human Capital KPIsAnnual report
「Female manager ratio At least 30% in fiscal 2030 7.2% Manager ratio among mid-career hires At least 30% in fiscal 2030 39.5% Parental leave uptake 100% in fiscal 2030 82.0% Employee engagement At least 3.5 3.48」
Updated fiscal 2025 results for human capital. While the manager ratio among mid-career hires exceeded the fiscal 2030 target, the female manager ratio, parental leave uptake, and employee engagement remained below target levels. Also disclosed health-related KPIs, including the exercise participation rate and annual paid leave utilization rate. - FY2024Disclosure of actual results against human capital targetsAnnual report
「Female manager ratio At least 30% by fiscal 2030 5.6% Manager ratio among mid-career hires At least 30% by fiscal 2030 30.4% Parental leave uptake 100% by fiscal 2030 64.2% Employee engagement 3.5 points (out of 5) 3.34 points」
For the development of diverse talent and the creation of a workplace where everyone can thrive, disclosed specific fiscal 2023 results against the fiscal 2030 targets for the first time. While the manager ratio among mid-career hires exceeded the target, the female manager ratio, parental leave uptake, and employee engagement fell short of their targets. - FY2023First statedAnnual report
「To remain a corporate group that “works to enhance regional value and contributes to society for many years” even amid major social changes, our Group will seek to enable diverse talent to thrive and will work to recruit employees, develop their capabilities, and enhance their expertise. We will also create an environment in which employees can maintain their physical and mental health, maximize their abilities, and act autonomously and take on challenges.」
For the first time, systematically disclosed its human capital policy and targets to achieve by fiscal 2030, including a female manager ratio of at least 30%, a manager ratio among mid-career hires of at least 30%, and a male parental leave uptake rate of at least 85%.