Investment in People to Support the Success of Diverse Talent
First written in FY2021. 7 of 14 entries say "Advanced", first in 2026-05-14. Latest entry: 2026-11-10.
The whole theme swung hardest in 2022: 2 of 20 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「Initiatives Metrics Actual (fiscal 2025) Target (fiscal 2030) Improving job satisfaction and ease of working Engagement score 76.4 pt At least 76.4 pt Employee retention Turnover rate 4.3% 5.0% or lower Promoting workstyle reform Total actual annual working hours per employee 2,048 hours 2,000 hours Paid leave utilization rate 68.0% At least 70% Strengthening human resource development Training and education expenses Approximately ¥50 million Approximately ¥110 million」
The Company has translated its human capital policy into specific actual results and targets for fiscal 2030, including engagement, turnover, working hours, paid leave utilization, and training and education expenses. It has also disclosed metrics such as a 7.5% female management ratio and a 41.4% rate of male employees taking childcare leave. - FY2025Human capital metrics update and specific health management initiativesAnnual report
「Metrics Actual (fiscal 2024) Female managers 7.1% Male employees taking childcare leave 52.4% Percentage at risk of lifestyle-related diseases 69.0% EX score 75.9」
For human capital, the Company updated the female management ratio to 7.1%, the rate of male employees taking childcare leave to 52.4%, and the EX score to 75.9, and additionally disclosed health metrics such as the percentage at risk of lifestyle-related diseases. It also describes initiatives including hiring women, job transfers, flexible working arrangements, health management, and engagement surveys. - FY2024Human Capital Metrics DisclosedAnnual report
「To promote women's participation, the Company has actively recruited women in both graduate and mid-career hiring and introduced systems such as job-transfer programs, gradually increasing the proportion of female employees and the number of women in management. / Metrics Actual (fiscal 2023) Female managers 5.6% Male employees taking childcare leave 40.7% EX score 74.7」
For the first time, the Company has disclosed in a consolidated manner measures under its existing policies on diverse talent, human resource development, and a flexible work environment, including hiring women, job transfers, and encouraging childcare leave, together with metrics such as a 5.6% female management ratio, a 40.7% rate of male employees taking childcare leave, and an EX score of 74.7 in fiscal 2023. - FY2024-Q3RestatedAnnual report
「Under these circumstances, to achieve the corporate group described in the medium-term management plan as being comfortable for people, the Group is implementing various initiatives to create social and economic value through investment in human capital, ESG management, strengthening core businesses, and expanding overseas operations.」
The Company has reaffirmed investment in human capital as one of the measures for achieving the corporate group described in the medium-term management plan as being comfortable for people. - FY2024-Q2RestatedAnnual report
「To achieve the corporate group described in the medium-term management plan as being comfortable for people, the Group is implementing various initiatives to create social and economic value through investment in human capital, ESG management, strengthening core businesses, and expanding overseas operations.」
The Company has reaffirmed investment in human capital to support diverse talent as one of the measures under its medium-term management plan. No additional details on recruitment numbers or training content have been provided. - FY2021First statedAnnual report
「Aiming to become a corporate group where diverse talent can come together and thrive, we will strengthen the expansion of systems that promote and support the success of all employees, including flexible working arrangements, as well as recruitment and training, and work to create a safe and secure workplace where every employee can maximize their potential.」
For the first time, the Company has separately identified investment in human capital, combining flexible working arrangements, expanded systems, recruitment and training, and the creation of a safe and secure workplace, as a medium- to long-term issue to be addressed.