Work-Life Balance, Diversity and Human Capital Metrics
First written in FY2023. 1 of 4 entries say "Advanced", first in FY2025. Latest entry: FY2026.
6 other companies' latest entry also says "Other".
- FY2026Expansion and performance updates for human capital metricsAnnual report
「The company uses a 30% annual target for the percentage of women hired into career-track positions. This fiscal year, the percentage was 25.9%, and the company will continue working to achieve the annual target. The company uses a 100% uptake rate among employees wishing to take childcare leave or leave for childcare at the time of a child’s birth as a metric. This fiscal year, 100% of employees who wished to take such leave did so, and the company will continue this policy. The company uses an average of 15 days of annual paid leave taken per employee as a metric. This fiscal year, the average for all employees was 15.2 days, and the company will continue working toward achieving the target. The target for average monthly overtime during the current consolidated fiscal year is no more than 20 hours, while the actual result was 15.7 hours per month. This fiscal year, all 18 of the 18 planned training sessions were held, achieving the metric.」
In addition to the percentage of women hired, childcare leave and paid-leave utilization, the company disclosed overtime hours as a new metric. The percentage of women hired was below the 30% target, while annual paid leave averaged 15.2 days, overtime averaged 15.7 hours per month, and all 18 planned training sessions were held. - FY2025AdvancedAnnual report
「The company uses a 30% annual target for the percentage of women hired into career-track positions. This fiscal year, the percentage was 35%, and the company will continue working to achieve the annual target. The company uses a 100% uptake rate among employees wishing to take childcare leave or leave for childcare at the time of a child’s birth as a metric. This fiscal year, 100% of employees who wished to take such leave did so, and the company will continue this policy. The company uses an average of 15 days of annual paid leave taken per employee as a metric. This fiscal year, the average for all employees was 14 days, and the company will continue working toward achieving the target. The company plans annual training according to employees’ years of service and positions, using 100% implementation and a 100% participation rate as metrics. This fiscal year, all 13 of the 13 planned sessions were held, achieving the metric, and the company will continue its efforts.」
The company updated its human capital metrics: women accounted for 35% of hires against a 30% target, the childcare-leave uptake rate among employees wishing to take leave was 100%, annual paid leave averaged 14 days, and all 13 planned training sessions were held. - FY2024Decline in the percentage of women hired and updates to leave and training resultsAnnual report
「The company uses a 30% annual target for the percentage of women hired into career-track positions. This fiscal year, the percentage was 25%, and the company will continue working to achieve the annual target. The company uses a 100% uptake rate among employees wishing to take childcare leave or leave for childcare at the time of a child’s birth as a metric. This fiscal year, 100% of employees who wished to take such leave did so, and this will continue. The company uses an average of 15 days of annual paid leave taken per employee as a metric. This fiscal year, the average for all employees was 13 days, and the company will continue working toward achieving the target. The company plans annual training according to employees’ years of service and positions, using 100% implementation and a 100% participation rate as metrics. This fiscal year, all 12 planned sessions were held, achieving the metric, and the company will continue its efforts.」
The company updated its human capital metrics. The percentage of women hired declined from 31% in the previous fiscal year to 25%, below the 30% target. Meanwhile, 100% of employees wishing to take childcare leave continued to do so, annual paid leave averaged 13 days, and all 12 planned training sessions were held. - FY2023First statedAnnual report
「Equal hiring standards (regardless of gender or educational background) The company uses a 30% annual target for the percentage of women hired into career-track positions. This fiscal year, women accounted for 31% of such hires, and the company will continue its efforts. Providing diverse working arrangements The company uses a 100% uptake rate among employees wishing to take childcare leave or leave for childcare at the time of a child’s birth as a metric. This fiscal year, 100% of employees who wished to take such leave did so, and this will continue. Promoting leave utilization The company uses an average of 15 days of annual paid leave taken per employee as a metric. This fiscal year, the average for all employees was 12 days, and the company will continue working toward achieving the target.」
For human capital, the company has for the first time systematically disclosed the percentage of women hired, childcare-leave uptake and annual paid-leave utilization as performance metrics. It reported current-year results of 31% for the percentage of women hired, 100% uptake among employees wishing to take childcare leave, and an average of 12 days of annual paid leave taken.