Response to Climate Change
activity report
Diversity & Inclusion
In order to create innovation and new corporate value in a sustainable manner, we believe it is essential to promote the success of a wide range of employees through diversity and inclusion. Based on this, we aim to create a work environment in which each employee can make full use of their strengths and maximize their abilities, regardless of gender, age, nationality, disabilities, etc.
| Specific Target |
Details of Specific Initiatives |
KPI |
| Efforts to promote the advancement of various personnel |
Prohibition of discrimination
- Promoting the advancement of women, seniors, and people with disabilities.
Promoting awareness and behavioral changes among all employees
- Providing opportunities (lecture sessions, messages from management) to gain a deeper understanding of respecting the rights of self and others, including understanding of LGBTQ and other sexual minorities.
|
- Female employee rate: at least 50% (FY2025)
- Female manager* rate: at least 30%*1 (FY2025)
*1 Management position or higher
- Employment of people with disabilities: at least statutory employment rate (each fiscal year)
- Employment of seniors (aged 65+): at least equal to previous year’s number (each fiscal year)
- Employment of non-Japanese citizens (if there is an opportunity): ongoing (each fiscal year)
- Provision of opportunities to enhance understanding (e.g., human rights training): at least once per year (each fiscal year)
|
| Initiatives to enhance work-life balance through promoting various work styles |
Promoting various work styles
- Promoting ABW (activity-based working).
- Continuing to maintain a flex-time system with no restrictions on the number of days or hours, a free-address system, a remote work system (including working from home), and shared offices.
|
- ABW measures (use of full flex-time, free address, remote work, and shared office systems, etc.): ongoing (each fiscal year)
- Percentage of employee engagement survey respondents who indicated that they are adopting ABW: at least 80% (each fiscal year)
|
Enhancing systems that support work-life balance
- Supporting balancing of work, child-rearing, and nursing.
- Promoting taking days off and leave.
- Preventing overwork.
|
- Childcare leave usage rate (male): at least 30% (FY2025)
- Return-to-work rate of those taking childcare leave: 100% (each fiscal year)
- Annual paid leave usage rate: at least 70% (FY2025)
- Special leave usage rate: 100% (each fiscal year)
- Work in excess of statutory working hours: less than 45 hours monthly per person (each fiscal year)
|
