Securing Workforce Diversity
First written in FY2022. 3 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2026Expanded the workforce diversity policy to include the quantity and quality of human resources, career development, training and next-generation leadership developmentAnnual report
「We will promote the development of a training system that respects diverse personalities and values so that our people, the source of corporate value, can fully demonstrate their capabilities. Alongside supporting autonomous career development, providing training tailored to roles and developing next-generation leaders, we will strengthen our ability to improve frontline operations and respond to new logistics needs by promoting the success of diverse human resources, including women.」
The description has expanded from measures such as recruiting women, appointing them to managerial positions and providing training to include autonomous career development, role-specific training, next-generation leader development and strengthening business responsiveness through the success of diverse human resources. - FY2025Specified workforce diversity initiatives through recruitment, training, flexible working arrangements and harassment preventionAnnual report
「The Group considers its people to be the source of sustainable value creation and business competitiveness.」
The Company describes specific measures including a working group for advancing women, training by job level, job rotation, childcare and nursing-care leave, a short-time work system, promotion of annual leave uptake and harassment prevention training. For the filing company, it also discloses that women account for 1.8% of management, that 48.5% of men took parental leave, and the gender pay gap. - FY2024Specified workforce diversity through targets and results for the proportions of women in management and general-track positions, parental leave uptake and paid annual leave uptakeAnnual report
「Metric Target Actual (current consolidated fiscal year) Paid annual leave uptake 65% (end of fiscal year ending March 2025) 63.0% Women in management 4% (end of fiscal year ending March 2035) 2.0% Women in general-track positions 15% (end of fiscal year ending March 2035) 4.0% Men taking parental leave 70% (end of fiscal year ending March 2025) 23.5% Number of women in managerial positions 20% increase from end of fiscal year ending March 2022 (end of fiscal year ending March 2025) 79.5%」
The Company discloses, for the first time in specific terms, multiple deadlines, numerical targets and results for the current fiscal year concerning workforce diversity. - FY2022First statedAnnual report
「3. ESG initiatives (a) Contributing to a decarbonized society (b) Ensuring workforce diversity (c) Strengthening governance」
The Company explicitly identifies securing workforce diversity as an ESG initiative for the first time.