Promoting Women and Mid-Career Hires and Strengthening Childcare Support
First written in FY2023. 1 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2026: 4 of 25 companies on the "Worse" side.
8 other companies' latest entry also says "Other".
- FY2026Updated disclosure of the proportion of women in management and the male parental leave take-up rateAnnual report
「・Percentage of female employees in management The actual result for the current fiscal year was 24.3%, exceeding the national average for companies at or above department-manager level in the results of the Ministry of Health, Labour and Welfare’s FY2024 Basic Survey on Equal Employment. The company aims to achieve further improvement by continuing to implement various initiatives. ・Male employee parental leave take-up rate The actual result for the current fiscal year was 33.3%. The company aims to improve the take-up rate by promoting diverse working arrangements and expanding support for balancing work and family responsibilities.」
The company discloses a women-in-management ratio of 24.3% and a male parental leave take-up rate of 33.3% as actual results for the current fiscal year, and sets out a policy of improving both through various initiatives and expanded support for balancing work and family responsibilities. - FY2026-H1Disclosure of the proportion of female officersAnnual report
「Men 9 Women 2 (women’s proportion of officers 18.2%)」
The company discloses the post-change officer composition as 2 women and 9 men, with women accounting for 18.2%. - FY2024AdvancedAnnual report
「To enhance corporate value over the medium to long term by creating an environment and systems in which diverse talent can thrive, the company introduced a child allowance and a parental leave programme for male employees from the fiscal year ending March 2024 as measures to strengthen support for childbirth and childcare. It will continue to develop systems offering a choice of working arrangements to respond to changes in the social environment and employees’ life stages.」
The company introduced a child allowance and a parental leave programme for male employees from the fiscal year ending March 2024. It discloses a women-in-management ratio of 15.1% and a male parental leave take-up rate of 50.0% as actual results, and states that it aims to achieve further improvement. - FY2023First statedAnnual report
「The company actively hires women and mid-career employees based on its belief that developing a diverse workforce and nurturing such talent will enhance corporate value over the medium to long term. In promoting women’s advancement, it is advancing diversity in the promotion of women and other core talent, including 3 female directors and 1 female executive officer. From the fiscal year ending March 2024, it also introduced a child allowance and a parental leave programme for male employees as measures to strengthen support for childbirth and childcare.」
For the first time, the company describes the active hiring of women and mid-career employees, the appointment of women as officers, and the introduction from the fiscal year ending March 2024 of a child allowance and a parental leave programme for male employees as measures for talent development and the workplace environment. It discloses that women account for 12.3% of managers and that the male parental leave take-up rate is 8.3%, with a target of 100%.