Strengthening human capital and diversity and establishing talent-development KPIs
First written in FY2025. 1 of 2 entries say "Advanced", first in FY2026. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「Number of men taking parental leave 4 people 5 people Training participants 480 people in total 400 people in total Workplace environment development Return-to-work rate after childcare leave 100% 100% Paid leave utilization rate 83% 86% Stress-check participation rate 100% 90%」
For human capital and diversity, it discloses actual results for the fiscal year ending June 2026 and targets for the fiscal year ending June 2027 as KPIs, and has begun measuring training, return from childcare leave, paid leave, stress checks and other metrics. - FY2025First statedAnnual report
「As noted among the issues to be addressed, the Group considers the continued recruitment and development of specialized personnel a priority. To achieve this, we will systematically implement diversity and inclusion, recruit diverse talent and continue work-style reforms that take work-life balance into account in order to offer diverse working arrangements.」
The Company organizes its human-capital initiatives around securing and developing specialized personnel, D&I, work-style reform, health management, and occupational health and safety.