Considering Human Capital Targets and Disclosure of Progress
First written in FY2023. 1 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
Star Flyer moved to the "Worse" side of this theme in 2026.
1 other company's latest entry also says "Softened".
- FY2026SoftenedAnnual report
「To promote women’s advancement, we have set a target of at least 29% women in management positions at section-manager level or above. To promote men’s participation in childcare, we have set targets of at least 90% childcare leave uptake and an average childcare leave duration of at least 15 days.」
The human capital targets were made specific as targets for the end of fiscal 2028. The previous targets of a 30% share of women in management positions, a 100% childcare leave uptake rate among men and an average leave duration of at least 20 days changed to at least 29%, at least 90% and at least 15 days, respectively. A new target of a 2.7% employment rate for people with disabilities was also presented. - FY2025AdvancedAnnual report
「To promote women’s advancement, we have set a target of a 30% share of women in management positions at department-manager level or above. To promote men’s participation in childcare, we have set targets of a 100% childcare leave uptake rate and an average childcare leave duration of at least 20 days.」
For human capital, for which no specific targets had been established in FY2023, targets were set of a 30% share of women in management positions, a 100% childcare leave uptake rate among men, and an average leave duration of at least 20 days. - FY2023First statedAnnual report
「The Company has not yet established quantitative targets for human capital, but will consider setting specific targets and disclosing progress as future priorities.」
The Company first stated that it had not established specific human-capital targets while identifying target-setting and progress disclosure as future priorities.