Social
Human Resources Development
Goals and Targets
Principal Measures and Indicators
To enhance corporate value, we have established three human resources strategies: development of capable individuals, inclusion, and strategic assignment of personnel. We are implementing various specific measures to advance these strategies.
*1 As of July 1, 2024 *2 Achieved July 2024
Human Resources Development
We will support autonomous career development (challenge, experience and learning) and promote further investment for establishing measures and an environment for supporting the activities of each employee.
- Sustained development of human resources leading increasingly large and complex businesses
- Support for unwavering growth and reskilling of employees
- Skill management and global career development
- Position matching based on skills and intent
- Position management and succession plans for line managers
- DX Talent Development(Number of DX Business Professionals): 1,000 people by FY March 2026
Diversity & Inclusion
- Establishment of an environment enabling diverse personnel to work globally
- Improvement of engagement
- Action plan related to the promotion of women's empowerment (from April 1, 2025 to March 31, 2031) (in Japanese only) (PDF 271KB)
- Voluntary action plan on promotion of women to managerial and executive positions (in Japanese only)
- Specific measures:
- Human Resources Strategy
- Empowering Diverse Human Resources
- Work-Life Management
- Recruitment
Performance Index and Progress (Non-consolidated)
| Performance Index | Progress |
|---|---|
| 20% female managers by FY March 2031 | Ratio of female managers: 10.7% (as of July 2024) |
| Achieve 3% ratio of employees with disabilities | Ratio of employees with disabilities: 3.17% (as of June 2024) |
Well-being
Health Performance Index and Progress toward Targets
Please scroll horizontally to look at table below.
| Health Performance Index | FY March/2022 | FY March/2023 | FY March/2024 |
|---|---|---|---|
| Percentage of employees undergoing health checks: 100% | 100.0% | 100.0% | 100.0% |
| Reexamination rate: 100% | 65.9% | 72.2% | 57.1% |
| Percentage of employees undergoing stress checks: 90% (Number of employees undergoing stress checks) |
86.8% (4,024) |
83.0% (3,790) |
85.2% (3,857) |
| Smoking rate: Reduction by 0.5% compared to the previous fiscal year (Year-on-year change) |
10.5% (-0.3) |
10.0% (-0.5) |
10.1% (+0.1%) |
- Specific measures:
- Health Initiatives
Recruitment and Employment
- New graduates and mid-career employees: Have a diverse range of entry candidates through selection based on personal qualities without setting numerical goals for specific attributes
- New graduates: Recruit people from diverse backgrounds who have the potential to embody "Challenge and Innovation"
- Mid-career employees: Recruit people who have diverse backgrounds and professionalism, and can drive "Challenge and Innovation"
Working Environment
- Achieve an average annual paid leave utilization rate of 70% on an ongoing basis.
- Pursue more balanced workstyles through a range of measures such as the rectification of long working hours.
- Specific measures:
- Workstyles
- Labor Standards and Labor-Management Relations