Leveraging Diverse Talent, Workstyles and Labor-Saving Technologies
First written in FY2022-Q1. 6 of 7 entries say "Advanced", first in FY2022-Q3. Latest entry: 2026-03-27.
- 2026-03-27AdvancedGovernance
「• Target for the ratio of women in management Achieve a ratio of women in management of at least 10% by the end of fiscal year 2030. (4.76% as of 31 December 2025)」
Disclosed a target ratio of women in management of at least 10% by 2030 and an actual ratio of 4.76% as of 31 December 2025 as part of its diversity and human capital initiatives. The Company has also specified measures covering the appointment of a foreign executive officer effective 1 January 2026 and a target of 50 experienced hires in fiscal 2026. - FY2025-H1AdvancedAnnual report
「At Nippon Express, we believe it is important to create an environment in which employees can autonomously and proactively consider and prepare for their careers and workstyles from a long-term perspective. Accordingly, we decided to provide second-career support to help employees reconsider their workstyles in line with their values, skills and life stage at a career transition and take on new challenges. Number of positions: approximately 300; application period: 18 August 2025 to 29 August 2025; retirement date: 30 September 2025.」
The Group decided to provide second-career support to help employees build careers autonomously. Approximately 300 positions were planned, with enhanced retirement benefits, career counseling and outplacement services. As of the filing date, applications had not yet opened and the number of applicants was undetermined. - FY2024AdvancedAnnual report
「Using fiscal 2023 figures as the baseline, we intend to measure the impact of each initiative through year-on-year comparisons.」
Human capital KPIs progressed from 71 to 72 points for the NX Core Engagement Score, from 883 to 1,033 participants in global talent development training, from 34.6% to 46.8% for the male childcare-leave uptake rate, and from 3.1% to 3.8% for the ratio of women in management. Targets for fiscal 2025 were also established. - FY2023AdvancedAnnual report
「By strongly advancing initiatives under our human resources strategy—“securing and developing outstanding talent,” “enhancing well-being,” and “promoting diversity, equity and inclusion”—we aim to improve the NX Core Engagement Score, a performance indicator reflecting employees’ strong sense of belonging and voluntary contribution toward achieving goals, both of which contribute to higher corporate value.」
A human resources policy was formulated, with KPIs including raising the NX Core Engagement Score from 71 to 72 points in fiscal 2024, increasing global talent training participants from 883 to 1,000, and increasing the male childcare-leave uptake rate from 34.6% to 50.0%. - FY2022AdvancedAnnual report
「As one initiative, we formulated a Group-wide diversity promotion policy and advanced measures for “mindset reform,” “culture reform,” “workstyle reform” and “behavioral reform.” We also pursued the recruitment of multinational talent and experienced professionals in fields requiring high levels of expertise, such as legal affairs and accounting, as part of our human resources strategy for global growth.」
Concrete progress included formulating the Group diversity policy and recruiting multinational and specialist talent. - FY2022-Q3AdvancedAnnual report
「Following the introduction of a new Group brand symbol, we are progressively replacing major materials, including vehicle markings, and recording the related replacement costs as a loss from the change in the brand symbol.」
Progress in establishing a global brand was demonstrated by introducing a new Group brand symbol and changing markings on vehicles and other assets. - FY2022-Q1First statedAnnual report
「We are working to enhance the appeal of the NX Group by improving and developing the working environment so that diverse talent can thrive and diverse workstyles can be realized, as well as by establishing a global brand. At the same time, we are accelerating efforts to enhance logistics through advanced technologies that deliver labor savings and require fewer workers.」
The Group is advancing workplace and branding initiatives to secure talent, together with labor-saving and workforce-reducing technologies.