Securing diverse talent and advancing the status of female employees
First written in FY2021. 1 of 6 entries say "Restated". Latest entry: FY2026.
- FY2026Updates on women's advancement and childcare leave resultsAnnual report
「Women accounted for 21.7% of management positions, the childcare leave uptake rate among male employees was 96.3%, and the gender pay gap was 42.8%.」
The filing company's female management ratio was updated from 20.4% to 21.7%, and the childcare leave uptake rate among male employees from 85.6% to 96.3%. The Company also disclosed a gender pay gap of 42.8%. - FY2025Updates on women's advancement and childcare leave resultsAnnual report
「Women accounted for 20.4% of management positions, the childcare leave uptake rate among male employees was 85.6%, and the gender pay gap was 40.1%.」
The filing company's female management ratio was 20.4%, and the childcare leave uptake rate among male employees was 85.6%. The Company continues its policy of systematically promoting women's advancement and increasing the number of female managers. - FY2024Updates on women's advancement and childcare leave resultsAnnual report
「Women accounted for 18.7% of management positions, and the childcare leave uptake rate among male employees was 84.8%.」
The filing company disclosed that women accounted for 18.7% of management positions and that the childcare leave uptake rate among male employees was 84.8%, while continuing its policy of increasing the number of female managers. - FY2023RaisedAnnual report
「The childcare leave uptake rate among male employees at the Company was 90.2% (FY2022), above the national average of 14.0%. / Women accounted for 18.8% of management positions, above the retail industry average of 6.8%. / Female employees in positions immediately below management accounted for at least 30% of responsible positions (FY2025)」
The Company specified actual figures and time-bound targets for the female management ratio, male childcare leave uptake rate, and female employee ratio among responsible positions, giving concrete form to its commitment to women's advancement and diversity. - FY2022RestatedAnnual report
「In line with the revision of the Corporate Governance Code, the Company will work to strengthen the functions of the Board of Directors, secure diversity among core human resources, and promote initiatives addressing sustainability-related issues.」
The Company continues to identify strengthening the functions of the Board of Directors, securing diversity among core human resources, advancing the status of female employees, and improving working conditions as priorities. - FY2021First statedAnnual report
「In anticipation of an aging society, the Company will work to strengthen the functions of the Board of Directors, secure diversity among core human resources, and promote initiatives addressing sustainability-related issues. / Advancing the status of female employees and improving working conditions for all employees」
The Company first comprehensively described securing diversity among core human resources, advancing the status of female employees, and improving working conditions for all employees as issues related to the revision of the Corporate Governance Code and sustainability initiatives. It also disclosed an 11% female executive ratio and its acquisition of Eruboshi 3-star, Platinum Kurumin, and Tomonin certifications.