Creating a rewarding workplace that respects diversity
We will support employees with diverse backgrounds to maximize their abilities and
create an environment in which each individual can play an active role
KPIs and Results
| Activity Plan | KPIs | FY2024 Results |
|---|---|---|
| Development of Human Resources who will create the future | Ratio of new graduate general-track employees reaching the age of 30 and working in two or more job titles and two or more brands: 100% (FY2027) |
100% |
| Ratio of new graduate general-track employees reaching the age of 40 and working in three or more job titles and two or more brands: 100% (FY2027) |
100% | |
| Number of new graduate career-track employees aged 35 or younger with back-office department arrangement: 5 or more (FY2027) |
1 employee | |
| IT training participation rate: 100% (FY2027) |
100% | |
| Establishment of a personnel infrastructure to provide job satisfaction |
Ratio of women in manageria positions: 20% (FY2026) |
9.3% |
|
Gender wage gap: 72%
(FY2026 / ratio of women when men=1 /all job types*)
|
69.9% | |
| Ratio of men taking childcare leave: 100% (FY2026) |
Men: 100% (Women: 100%) |
|
| Foreign employment rate: 3% (FY2027) |
1.05% | |
| Employee engagement score: 55.0 (FY2027) |
51.9 | |
| Number of employees in their 20s and 30s (total of new graduate hires and mid-career hires) : 20 people/year (FY2027) |
53 people | |
| 3-year retention rate for new graduates: 85% or higher (FY2027) |
No target audience | |
| Employee health management | Regular health checkup rate: 100% (FY2026) |
98.2% (Estimated value) |
|
Stress check participation rate: 100% (FY2026) |
98.5% |
- Re-establish FY2026 targets for Employee health management (March 2025)