FY2025 Targets for Human Capital Development and Workplace Environment
First written in FY2023. 1 of 5 entries say "Advanced", first in FY2024. Latest entry: 2026-08-05.
The whole theme swung hardest in 2021: 1 of 11 companies on the "Worse" side.
- 2026-08-05AchievedOther Disclosures
「Under the Action Plan for Support Measures for the Next Generation under the Act on Advancement of Measures to Support Raising Next-Generation Children (fiscal 2024–2025), we set targets including “raising the percentage of men taking childcare leave to at least 45%.” As a result of initiatives such as communicating the relevant systems, conducting interviews before childcare leave, and interviewing men who took childcare leave, we obtained this certification.」
For the fiscal 2024–2025 action plan concerning human capital and the workplace environment, the company obtained Kurumin certification as a result of initiatives including a target for the percentage of men taking childcare leave. The canonical thread has not been changed. - FY2026RaisedAnnual report
「Indicator Actual for the current fiscal year Target (fiscal 2025) Target (fiscal 2028) Number of internal training courses completed per employee 0.9 courses 1.0 or more 1.0 or more Parental leave take-up rate among male employees 68.8% 30.0% or more 60.0% or more Parental leave take-up rate among female employees 108.0% Maintain 100.0% 100.0% Female new graduate hiring rate － － 40.0% or more Paid leave utilization rate 66.9% 60.0% or more 70.0% or more」
In addition to the existing fiscal 2025 targets, the company established fiscal 2028 targets and extended the target period and indicators to include a male parental leave take-up rate of 60% or more, a female new graduate hiring rate of 40% or more, and a paid leave utilization rate of 70% or more. - FY2025Updated FY2025 resultsAnnual report
「Number of internal training courses completed per employee 0.7 courses 1.0 or more Parental leave take-up rate among male employees 44.4% 30.0% or more Parental leave take-up rate among female employees 100.0% Maintain 100.0% Percentage of female new graduates hired into career-track positions 57.7% 50.0% or more Paid leave utilization rate 64.0% 60.0% or more Job satisfaction indicator 4.86 points 5.00 points Workplace satisfaction indicator 5.16 points 5.20 points Well-being indicator 53.8% 60.0% or more」
The company maintained its fiscal 2025 human capital targets and updated the current fiscal year's actual results for training, parental leave, female hiring, paid leave, job satisfaction, workplace satisfaction, and well-being. - FY2024AdvancedAnnual report
「Indicator Actual for the current fiscal year Target (fiscal 2025) Number of internal training courses completed per employee 0.5 courses 1.0 or more Parental leave take-up rate among male employees 34.6% 30.0% or more Parental leave take-up rate among female employees 100.0% Maintain 100.0% Percentage of female new graduates hired into career-track positions 65.8% 50.0% or more Paid leave utilization rate 65.7% 60.0% or more Job satisfaction indicator 4.82 points 5.00 points Workplace satisfaction indicator 5.05 points 5.20 points Well-being indicator 56.2% 60.0% or more」
For the fiscal 2025 targets, the company updated the existing indicators for training, parental leave, female hiring, and paid leave, and newly added indicators for job satisfaction, workplace satisfaction, and well-being. - FY2023First statedAnnual report
「To promote the creation of an environment in which diverse talent can grow and thrive, the company has established the following indicators and targets for talent development and the improvement of its internal environment. Number of internal training courses completed per employee Actual for the current fiscal year: 0.60 courses Target (fiscal 2025): 1.00 or more Parental leave take-up rate among male and female employees Male: 21.1%, Female: 100.0% Male: 30% or more, Female: maintain 100% Percentage of female new graduates hired into career-track positions 49.0% 50% or more Paid leave utilization rate 59.8% 60% or more」
For human capital, the company established systematic measurement indicators and fiscal 2025 targets for training, parental leave, the hiring of women into career-track positions, and paid leave utilization for the first time.