Basic stance
We are promoting autonomous, flexible work styles that respect diverse values to invigorate people and organizations with the aim of continuously enhancing corporate value.
Promoting women’s active participation
We are pursuing initiatives related to promoting women’s active participation to create workplace environments where female employees can fully use their capabilities and play active roles.
Specific measures include employee training (promoting understanding related to diversity via e-learning, courses on women’s active participation taught by outside instructors, workplace discussions, career path training, etc.), seminars on diversity for managers led by experts, and expansion of our structure for supporting diverse work styles (working from home, flexible working hours, staggered working hours, encouragement of male employees to take childcare leave, etc.).
Our goal is to have women fill 15% of management positions by 2030.
Support for employees’ childcare and nursing care
We are creating workplace environments that facilitate a work-life balance by supporting employees’ daily lives through life stages including providing childcare and nursing care, enabling them to have a rewarding work life against the backdrop of a healthy family life.
In recognition of our initiatives for employees providing childcare or nursing care, in 2021, we received Kurumin Certification as a “company that supports child rearing” under the Act on Advancement of Measures to Support Raising Next-Generation Children.
We had set a goal of having at least 50% of eligible male employees take childcare leave by fiscal 2025, which we achieved ahead of schedule when 51.9% of eligible male employees took leave in fiscal 2024.
We are explaining the system and examples of its use to male employees wanting to take childcare leave to raise this percentage even higher. In November 2023, we began offering five days of paid leave from the beginning of the childcare leave period to create an environment that makes it easy for both male and female employees to take childcare leave.
In fiscal 2024, we held a discussion session on male childcare leave at the WATARASE Research Center to share the experiences of male employees who had taken childcare leave Companywide.
Initiatives on disability hiring
As one of its social responsibilities, the Company strives to provide suitable work environments for employees with disabilities to enable them to give full play to their abilities and live independent lives like able-bodied people.
We also endeavor to create work spaces that are easy for employees with disabilities to operate in, such as by using apps for employees with impaired hearing.
Job return system
The Company has created a job return system that provides opportunities for employees who still have a strong desire to work and are seen as vital by their colleagues to come back to their jobs.
This system covers employees who have left the Company due to various major life events such as marriage, the job transfer of a partner, pregnancy, childbirth, child-rearing, nursing care, volunteer activities, and overseas study.
Mid-career hiring
In addition to hiring new graduates, we hire mid-career people with advanced skills and extensive experience to create more diverse and flexible work styles. We work to eliminate concerns about things like unequal opportunities for promotion and strive to assign the right person to the right position.
Promoting the use of paid leave
Going beyond our legal obligations for paid leave under the Act on the Arrangement of Related Acts to Promote Work Style Reform (requiring companies to allow employees eligible for at least 10 days of annual paid leave to take five days with the timing selected by the employer), we promote the regular taking of paid leave.
We encourage employees to take paid leave flexibly in hourly units and to take consecutive days off to enable them to maintain a good work-life balance to maximize their capabilities.
Number of employees, Percentage of female employees, Percentage of female managers
Number of employees (Consolidated)
Percentage of female employees, Percentage of female managers
Percentage of full-time employees who are mid-career hires*/Percentage of managers who are mid-career hires
* Percentage of total number of full-time employees who are mid-career hires for each fiscal year
Employment rate of persons with disabilities
Employee turnover rate (Consolidated)
* Percentage of employees as of April 1 who left for personal reasons during the fiscal year.
* A voluntary retirement program was implemented in fiscal 2023.
Usage rate of children leave
* The denominator is the number of employees who gave birth to a child or whose spouses gave birth during the fiscal year. The numerator is the number of employees who took childcare leave (including those who had given birth or whose spouses had given birth in the previous fiscal year).