Human capital targets for women in the workforce, parental leave, and the gender pay gap
First written in FY2023. 2 of 3 entries say "Raised", first in FY2024. Latest entry: FY2026.
3 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「Metric Target (fiscal year ending March 2030) Actual (current consolidated fiscal year) Women as a percentage of employees in managerial positions 5.0% 1.2% Percentage of male employees taking parental leave 80.0% 73.9% Gender pay gap 85.0% 83.9%」
The target year has been set as the fiscal year ending March 2030, and the target for the percentage of male employees taking parental leave has been raised to 80%. The targets of 5% for the percentage of women in management and 85% for the gender pay gap have been maintained. - FY2024RaisedAnnual report
「Metric Target (fiscal year ending March 2027) Actual (current consolidated fiscal year) Women as a percentage of managerial employees 5.0% 1.3% Percentage of male employees taking parental leave 45.0% 33.3% Gender pay gap 85.0% 77.6%” “We will continue to actively recruit women into career-track positions as new employees, while continuing to develop human resources through the self-reporting system, regular interviews, training, and other measures.」
For the human capital targets for the fiscal year ending March 2027, the company has raised the target for the percentage of male employees taking parental leave from 35.0% to 45.0%. It has maintained the targets of 5.0% for the percentage of women in management and 85.0% for the gender pay gap, while updating the current-year results. - FY2023First statedAnnual report
「Metric Target (fiscal year ending March 2027) Actual (current fiscal year) Women as a percentage of managerial employees (%) 5.0 0.0 Percentage of male employees taking parental leave (%) 35.0 30.0 Gender pay gap (%) (Note) 85.0 81.6」
For the fiscal year ending March 2027, the company has set targets of 5.0% for the percentage of women in management, 35.0% for the percentage of male employees taking parental leave, and 85.0% for the gender pay gap, and also discloses results for the current fiscal year. It cites the recruitment of women into career-track positions, a self-reporting system, interviews, and training as measures.