Creating an attractive workplace through work-style reform
First written in FY2017. 3 of 12 entries say "Restated". Latest entry: FY2026.
- FY2026RaisedAnnual report
「Metric Performance (previous fiscal year) Performance (current fiscal year) Target (fiscal 2030) Female employees as a percentage of regular employees 25.3% 26.1% 30.0% Female employees as a percentage of management 6.8% 6.6% 10.0% Male employees taking childcare leave 90.0% 83.3% 100.0% Annual paid leave taken (days) 15.9 days 16.5 days 17.0 days」
The fiscal 2030 human capital targets have been updated, with the target for female employees as a percentage of management raised from the previous 8.0% to 10.0%. Current-year performance for each metric has also been disclosed. - 2026-05-14AdvancedInvestor presentation
「Certified as a 2026 Health and Productivity Management Outstanding Organization (large enterprise category)」
The Company reported its certification as a 2026 Health and Productivity Management Outstanding Organization as an achievement relating to work-style reform and workplace development. - FY2025Updated human capital performance and health management certificationAnnual report
「March 2025: Obtained certification as a 2025 Certified Health and Productivity Management Outstanding Organization (large enterprise category)」
The company has added its 2025 Certified Health and Productivity Management Outstanding Organization certification as a new achievement. It also disclosed, as current-year performance against its fiscal 2030 targets, a 25.3% female ratio among regular employees, a 6.8% female management ratio, a 90.0% male childcare leave uptake rate, and 15.9 days of annual paid leave taken. - FY2024Updated 2030 targets and actual resultsAnnual report
「Metric | Target (FY2030) | Actual (fiscal year) | Percentage of women among regular employees | 30.0% | 24.3% | Percentage of women in management positions | 8.0% | 6.4% | Percentage of male employees taking childcare leave | 100.0% | 86.7% | Number of annual paid-leave days taken | 17.0 days | 16.6 days」
The company updated its work-style reform and diversity metrics as FY2030 targets and disclosed the targets and current-year actual results for the percentage of women among employees, the percentage of women in management, the percentage of male employees taking childcare leave, and the number of annual paid-leave days taken. - FY2024-Q3AdvancedAnnual report
「We worked to develop a workplace environment conducive to working, including by renovating office areas, as part of activities and environmental improvements aimed at facilitating optimal communication with customers and creating systems that enable people to make the most of their abilities.」
For work-style reform and the creation of an attractive workplace, the company describes specific initiatives to improve the workplace environment, including renovating office areas. - FY2023RaisedAnnual report
「We are promoting diversity and obtained the Kurumin and Eruboshi certifications awarded by the Minister of Health, Labour and Welfare. We will continue working to develop a workplace environment in which employees can work more comfortably. Metric | Target (target year) | Actual (fiscal year) | Percentage of women among regular employees | 24.0% (FY2023) | 23.5% | Percentage of women in management positions | 8.2% (FY2023) | 5.3% | Percentage of male employees taking childcare leave | 60.0% (FY2023) | 57.1% | Number of annual paid-leave days taken | 15.0 days (each fiscal year) | 15.3 days」
In addition to the existing goal of creating an attractive workplace, the company disclosed target years, target figures and actual results for the percentage of women among employees, the percentage of women in management, the percentage of male employees taking childcare leave, and the number of annual paid-leave days taken, quantifying its human capital initiatives. - FY2023-Q3AdvancedAnnual report
「As part of “structural reform” and “strategic investment,” we simultaneously obtained the Kurumin and Eruboshi certifications awarded by the Ministry of Health, Labour and Welfare, marking a certain degree of progress in work-style reform.」
Reports concrete progress in work-style reform, namely the simultaneous acquisition of the Kurumin and Eruboshi certifications awarded by the Ministry of Health, Labour and Welfare. - FY2022RestatedAnnual report
「Our group will promote the creation of an attractive workplace by supporting diverse and flexible working arrangements and enabling all employees to play an active role.」
The company continues to promote the creation of an attractive workplace through diverse and flexible working arrangements and enabling all employees to play an active role. - FY2020RestatedAnnual report
「Our group will promote the creation of an attractive workplace by supporting diverse and flexible working arrangements and enabling all employees to play an active role.」
The company continues to promote the creation of an attractive workplace through diverse and flexible working arrangements and enabling all employees to play an active role. - FY2019RestatedAnnual report
「Our group will promote the creation of an attractive workplace by supporting diverse and flexible working arrangements and enabling all employees to play an active role.」
The company continues to promote the creation of an attractive workplace through diverse and flexible working arrangements and enabling all employees to play an active role. - FY2018ReframedAnnual report
「Our group will promote the creation of an attractive workplace by supporting diverse and flexible working arrangements and enabling all employees to play an active role.」
The company has set out diverse and flexible working arrangements and enabling all employees to play an active role. The wording has changed from the previous “including enabling women to play an active role” to “enabling all employees to play an active role.” - FY2017First statedAnnual report
「Our group will promote the creation of an attractive workplace by supporting diverse and flexible working arrangements and enabling all employees, including women, to play an active role.」
Against the backdrop of a declining population and working-age population, as well as long working hours, the company has identified new challenges and measures to promote diverse and flexible working arrangements and enable all employees, including women, to play an active role.