Tanseisha (9743) · InitiativeImprovement in the actual ratio of women in management positions
Promotion of diversity and inclusion
First written in FY2021. 2 of 5 entries say "Advanced", first in FY2022. Latest entry: FY2026.
5entries
6years
0from disclosures
How it moved
Same theme, other companies
Target for increasing the proportion of women in management and executive positionsA theme 370 companies write about · 2 as a headwind · 373 as a tailwind
The whole theme swung hardest in 2019: 2 of 9 companies on the "Worse" side.
Ridges = years it wrote progress, valleys = years it wrote worse. Most hopeful companies at the back. Drag to turn, scroll to zoom, right-drag to pan. On a phone, two fingers turn and pinch to zoom; one finger scrolls the page.
Showing 14 of the 198 companies compared. The sentences above are computed from all 198.Comparing 200 of the theme's 375 threads.Full recordFilings, disclosures and news, newest first
- FY2026Improvement in the actual ratio of women in management positionsAnnual report
「Percentage of female employees in management positions (%) 11.0」
While continuing to pursue the target of a ratio of women in management positions of 15% or higher, the filing company's actual ratio rose from 9.4% in the previous disclosure to 11.0%. - FY2025Disclosure of the Actual Percentage of Women in ManagementAnnual report
「Raise the ratio of women in management positions to 15% or higher.」
The target of a ratio of women in management positions of 15% or higher continued to be pursued, while the filing company disclosed an actual ratio of 9.4% for the current fiscal year. - FY2024AdvancedAnnual report
「Raise the ratio of women in management positions to 15% or higher.」
A new non-financial target of a ratio of women in management positions of 15% or higher was established as part of the diversity and inclusion initiatives. - FY2022AdvancedAnnual report
「In addition to strengthening awareness through diversity training for all directors and employees and harassment prevention training, we are working to prevent risks from materializing and reduce their impact by establishing internal and external consultation and complaint channels for harassment.」
Diversity training and harassment prevention training for all directors and employees, as well as internal and external consultation and complaint channels, were presented as specific measures. - FY2021First statedAnnual report
「(b) Promoting diversity and inclusion」
Promoting diversity and inclusion was newly identified as an initiative for rebuilding the way we work.