Work-style reform, diversity initiatives, and external recognition
First written in FY2019-Q1. 3 of 7 entries say "Advanced", first in FY2019. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「Women account for 20.8% of management positions at Nitori Co., Ltd. and Shimachu Co., Ltd. combined. The Company will continue improving the environment supporting women's career development and aims to raise the proportion of women in management positions to approximately 40% by 2040.」
The Company discloses a current proportion of 20.8% women in management positions and reconfirms its target of approximately 40% by 2040. It also describes the My Area System, Eruboshi certification, and flexible work arrangements. - FY2025SoftenedAnnual report
「The Company will continue improving the environment supporting women's career development and aims to raise the proportion of women in management positions to approximately 40% by 2040.」
For the target of approximately 40% women in management positions, the Company has changed the deadline from “during the 2030s” to “by 2040.” It also describes Eruboshi certification and the My Area System. - FY2024RaisedAnnual report
「The Company will continue improving the environment supporting women's career development and aims to raise the proportion of women in management positions to approximately 40% during the 2030s.」
For its diversity initiatives, the Company has set a new quantitative target with a deadline of raising the proportion of women in management positions to approximately 40% during the 2030s, and also describes expanding management positions for women and introducing the “My Area System.” - FY2022AdvancedAnnual report
「To expand its business and respond to changes in the operating environment, promoting diversity management, in which employees with diverse backgrounds can thrive, is an important management issue in achieving the medium- to long-term vision,」
The Company positions diversity management as an important issue in achieving its medium- to long-term vision and links it to improvements in working conditions and personnel systems. - FY2020-Q1RestatedAnnual report
「The Company will continue linking these initiatives to women's advancement and work-style reform.」
The Company has reconfirmed its policy of linking measures to improve working conditions in logistics operations to women's advancement and work-style reform. - FY2019AdvancedAnnual report
「The Group was certified for the second consecutive year as a “Health and Productivity Management Outstanding Organization 2018—White 500” in recognition of its efforts to create a workplace where employees can work comfortably, enhance work-life balance, and maintain physical and mental health through strategic employee health management.」
The Company reports its initiatives relating to diversity, a supportive workplace, work-life balance, and health management, including 2 consecutive years of White 500 certification. - FY2019-Q1First statedAnnual report
「Among its other initiatives, the Company was recognized by the Minister of Health, Labour and Welfare as a company supporting childcare and received Kurumin certification for its diversity initiatives as part of work-style reform. It also received the White Company Award from the Japan Next Generation Enterprise Dissemination Organization for establishing and operating business plans and personnel systems based on a global long-term plan.」
The Company reports its Kurumin certification and White Company Award for promoting diversity and establishing and operating business plans and personnel systems based on a long-term plan.