Expanding Human Resources through Talent Acquisition, Development and Diversity
First written in FY2017. 2 of 5 entries say "Raised", first in FY2023. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「Regarding progress against the targets as of the end of March 2026, please refer to “Part IV. Status of the Filing Company, 5. Employee Status, etc., (2) Employee Status, ④ Percentage of Female Workers in Management Positions, Percentage of Male Workers Taking Childcare Leave, and Difference in the Amount of Wages Between Male and Female Workers, a. Filing Company” for ① the percentage of female workers in management positions and ③ the rate of male workers taking childcare leave. In addition, ② average monthly statutory overtime per employee was 6.9 hours, and ④ the number of days taken combining annual paid leave and company-specific statutory-exempt leave (up to 7 days per fiscal year) was 15.4 days.」
For the 2025–2027 plan, the company disclosed average monthly statutory overtime of 6.9 hours and 15.4 days of annual paid leave and other leave taken. The percentage of female managers was 9.2%, and the rate of male employees taking childcare leave or equivalent leave was 82.2%. - FY2025RaisedAnnual report
「Under the Action Plan for the Promotion of Women's Participation and Support for the Development of the Next Generation (plan period: 1 April 2025 to 31 March 2027), we have set the following targets and are taking action. • Raise the percentage of female employees in management positions to 15% by the end of the plan period. • Keep average monthly statutory overtime per employee below 30 hours. • Achieve a rate of at least 50% for male employees taking leave or taking time off for childcare. • Ensure that the number of days taken, combining annual paid leave and company-specific statutory-exempt leave (up to 7 days per fiscal year), is at least 12 days.」
Under the 2025–2027 plan, the target for the rate of male employees taking childcare leave or time off was raised from at least 20% to at least 50%, and targets for overtime hours and the number of leave days taken were added. - FY2024AdvancedAnnual report
「Percentage of workers in management positions who are women (%) 6.8; percentage of male workers taking childcare leave (%) 77.8」
Against the action-plan targets of a 15% ratio of female managers and a rate of at least 20% for male employees taking childcare leave or time off, the company disclosed actual results for the fiscal year of 6.8% and 77.8%, respectively. - FY2023RaisedAnnual report
「Under the Action Plan for the Promotion of Women's Participation and Support for the Development of the Next Generation (plan period: 1 April 2022 to 31 March 2025), we have set the following targets and are taking action. ① Raise the percentage of female employees in management positions to 15% by the end of the plan period. ② Achieve a rate of at least 20% for male employees taking leave or taking time off for childcare.」
The company added numerical targets to its general policy on recruitment, development and diversity: a 15% ratio of female managers and a rate of at least 20% for male employees taking childcare leave or time off by the end of March 2025. - FY2017First statedAnnual report
「We will pursue the qualitative and quantitative expansion of our human resources through recruitment, development and diversity.」
Recruitment, development and diversity of human resources were explicitly identified for the first time as an element of the functional strategy.