Work-Style Reform Through Diverse Ways of Working and Corporate Culture Building
First written in FY2022. 4 of 8 entries say "Advanced", first in FY2023-Q1. Latest entry: FY2026.
5 other companies' latest entry also says "Reframed".
- FY2026Review of human capital metrics and target yearAnnual report
「Metric Target (2030) Actual (current consolidated fiscal year) Average length of service of female employees 17.5 years 16.5 years Ratio of female managers 33.3% 29.7% Childcare leave uptake rate among female employees 100% 100%」
The targets were revised from the previous year’s 2029 targets to 2030 targets. The target ratio of female managers was changed to 33.3%, and the target average length of service for female employees was changed to 17.5 years. - 2026-05-14RestatedChanges in Directors and Officers
「Improving employee engagement by promoting organizational culture reform, workplace reform and human resources development, as well as promoting activity-based working (ABW).」
The company continues to identify organizational culture reform, workplace reform, human resources development and ABW as measures to be promoted. - FY2025AdvancedAnnual report
「Metric Target (2029) Actual (current consolidated fiscal year) Average length of service of female employees 20 years 16.5 years Ratio of female managers 25.0% 24.3% Childcare leave uptake rate among female employees 100% 100%」
For human resource development and the internal workplace environment, the company disclosed results for the current fiscal year against its 2029 targets. The ratio of female managers was 24.3%, the childcare leave uptake rate among female employees was 100%, and the average length of service of female employees was 16.5 years. - FY2024AdvancedAnnual report
「On 1 April 2024, the company relocated its head office building from Suma-ku, Kobe, Hyogo Prefecture, to Chuo-ku, Kobe, Hyogo Prefecture, where its registered head office is located.」
The previously planned relocation of the head office was completed on 1 April 2024. The new medium-term management plan also includes reviewing systems and rules associated with the introduction of ABW, reforming the organisational culture, and securing and developing human resources. - FY2024-Q2Decision to improve the workplace environment by relocating headquarters and opening new officesAnnual report
「Relocation schedule ① Head-office building: around April 2024 (scheduled) ② Port Island office: around June 2024 (scheduled) ③ Sannomiya office: around April 2024 (scheduled) 3. Reasons for the relocation After comprehensively considering the development of a workplace environment aimed at reforming the organizational culture and improving employees' operational efficiency and productivity in pursuit of the Group vision, as well as improving the efficiency of facility maintenance and management costs, the company decided to relocate.」
The company decided to relocate its headquarters functions and establish 2 new offices, the Port Island Office and the Sannomiya Office. It has made concrete plans to improve the workplace environment for organisational culture reform and greater operational efficiency and productivity. - FY2023AdvancedAnnual report
「To improve work-life balance, the company is working to limit overtime and increase the use of paid leave. It also promotes flexible working arrangements by introducing a flextime system, a half-day paid leave system and a telework system, thereby developing an internal environment in which employees can work with both physical and mental well-being and continue working in a stable manner.」
For work-style reform, the company disclosed specific internal workplace initiatives, including limiting overtime, increasing the use of paid leave, and introducing flextime, half-day paid leave and telework. It has set targets for 2029 of an average length of service of 20 years for female employees and a 25% ratio of female managers. - FY2023-Q1AdvancedAnnual report
「The company is also making progress as planned toward the respective targets it has established for work-style reform and its SDGs initiatives.」
The company states that its established targets for work-style reform are progressing as planned. No specific figures or achievement details by initiative are provided. - FY2022First statedAnnual report
「(c) Strengthening the promotion of work-style reform ・Creating a workplace environment for diverse working arrangements and higher productivity ・Developing an internal culture to support reform」
As measures to revitalise the シャルレビジネス business under the new medium-term management plan covering April 2022 through the fiscal year ending March 2027, the company identified work-style reform, a workplace environment aimed at improving productivity, and the development of an internal culture as separate items for the first time.