| ID |
Item |
Related SDGs |
KPI |
Target |
Recent result |
FY2023 |
FY2022 |
| 3
| Resolve social issues by creating jobs |
|
Share of carbon neutrality recruitment targets for new graduates and career hires |
55.0% (FY2025) |
46.1% (FY2024) |
50.0% (FY2023) |
40.1% (FY2022) |
| 4
| Respect human rights |
|
Number of serious human rights issues |
None |
None (FY2024) |
None (FY2023) |
None (FY2022) |
| Number of discrimination incidents |
None |
None (FY2024) |
None (FY2023) |
None (FY2022) |
| Percentage of employees who have received harassment training |
100.0% |
100.0% (FY2024) |
100.0% (FY2023) |
100.0% (FY2022) |
| Number of inquiries to harassment helpline |
Appropriate response to inquiries |
1 (FY2024) |
None (FY2023) |
None (FY2022) |
| 5
| Promote diversity and inclusion |
|
| Share of female employees (engineers) |
Increase on an ongoing basis |
3.7% (FY2024) |
4.1% (FY2023) |
3.7% (FY2022) |
| Share of female employees (administration) |
Increase on an ongoing basis |
33.8% (FY2024) |
27.6% (FY2023) |
31.4% (FY2022) |
| Share of female employees (engineers) among new employees |
Increase on an ongoing basis |
5.2% (FY2024) |
6.4% (FY2023) |
3.0% (FY2022) |
| Share of female employees (administration) among new employees |
Increase on an ongoing basis |
47.1% (FY2024) |
27.3% (FY2023) |
66.7% (FY2022) |
| Appointment of female employees (engineers) to managerial positions |
3 or more |
2 (FY2024) |
2 (FY2023) |
2 (FY2022) |
| Appointment of female employees to managerial positions |
10 or more |
10 (FY2024) |
10 (FY2023) |
6 (FY2022) |
| Share of female employees in managerial positions |
Increase on an ongoing basis |
3.1% (FY2024) |
3.4% (FY2023) |
3.7% (FY2022) |
| Share of female executive officers |
30.0% or more (FY2031) |
0.0% (FY2024) |
0.0% (FY2023) |
0.0% (FY2022)/td>
|
| Additional appointment of female employees to managerial or higher positions |
1 or more (FY2029) |
1 (FY2024) |
1 (FY2023) |
1 (FY2022) |
| Additional appointment of females in positions one rank below managerial positions as executives |
1 or more (FY2029) |
3 (FY2024) |
1 (FY2023) |
None (FY2022) |
| Wage difference between male and female employees (overall) |
Narrow the difference |
Male 100.0%：Female 89.2% (FY2024) |
Male 100.0%：Female 94.5% (FY2023) |
Male 100.0%：Female 92.8% (FY2022) |
| Wage difference between male and female employees (engineers) |
Narrow the difference |
Male 100.0%：Female 95.8% (FY2024) |
Male 100.0%：Female 96.5% (FY2023) |
Male 100.0%：Female 99.2% (FY2022) |
| Wage difference between male and female employees (administration) |
Narrow the difference |
Male 100.0%：Female 71.9% (FY2024) |
Male 100.0%：Female 71.0% (FY2023) |
Male 100.0%：Female 71.0% (FY2022) |
| Average years of service of male employees (engineers) |
Increase on an ongoing basis |
6.50 years (FY2024) |
6.15 years (FY2023) |
5.91 years (FY2022) |
| Average years of service of male employees (administration) |
Increase on an ongoing basis |
10.95 years (FY2024) |
10.60 years (FY2023) |
10.69 years (FY2022) |
| Average years of service of female employees (engineers) |
Increase on an ongoing basis |
4.03 years (FY2024) |
3.37 years (FY2023) |
3.41 years (FY2022) |
| Average years of service of female employees (administration) |
Increase on an ongoing basis |
7.12 years (FY2024) |
8.34 years (FY2023) |
7.56 years (FY2022) |
| Number of childcare leave days taken by male employees (average) |
ー |
42.5 days (FY2024) |
79.5 days (FY2023) |
44.0 days (FY2022) |
| Usage rate of childcare leave (male employees) |
30.0% or more (FY2029) |
50.0% (FY2024) |
30.8% (FY2023) |
12.5% (FY2022) |
| Usage rate of childcare leave (female employees) |
80.0% or more (FY2029) |
66.7% (FY2024) |
100.0% (FY2023) |
100.0% (FY2022) |
| Usage rate of nursing care leave (male and female employees) |
15.0% or more (FY2029) |
13.7% (FY2024) |
7.4% (FY2023) |
1.2% (FY2022) |
| Share of non-Japanese talents |
Recruitment on an ongoing basis |
1.4% (FY2024) |
1.0% (FY2023) |
1.4% (FY2022) |
| Share of elderly employees (60 years of age and older) |
Recruitment on an ongoing basis |
1.3% (FY2024) |
1.4% (FY2023) |
1.4% (FY2022) |
| Employment rate of employees with disabilities |
2.30% or more (legally required employment rate) |
2.67% (as of June 1, 2023) |
2.42% (as of June 1, 2022) |
2.40% (as of June 1, 2021) |
| Percentage of the Company’s former employees who used job change assistance program |
1.7% (FY2025) |
2.3% (FY2024) |
1.7% (FY2023) |
0.8% (FY2022) |
| Share of regular employees hired mid-career |
ー |
7.7% (FY2024) |
4.8% (FY2023) |
2.0% (FY2022) |
| Number of employees |
ー |
1,321 (as of January 31, 2024) |
1,276 (as of January 31, 2023) |
1,180 (as of January 31, 2022) |
| Number of temporary employees (average) |
ー |
24 (FY2024) |
16 (FY2023) |
10 (FY2022) |
| 6
| Develop and secure promising talents |
|
| Average hours of annual training per employee (engineer) |
Same level each year |
73.2 hours (FY2024) |
81.2 hours (FY2023) |
163.9 hours (FY2022) |
| Average cost of annual training per employee (engineer) |
Same level each year |
54,000 yen (FY2024) |
62,000 yen (FY2023) |
63,000 yen (FY2022) |
| Percentage of employees who have received talent development training |
Same level each year |
87.4% (FY2024) |
84.8% (FY2023) |
89.1% (FY2022) |
| Turnover rate (engineers) *Excluding retirement and turnover via the Company’s assistance program to change jobs |
7.1% (FY2025) |
8.3% (FY2024) |
7.7% (FY2023) |
10.3% (FY2022) |
| Turnover rate (engineers) |
8.8% (FY2025) |
10.9% (FY2024) |
9.6% (FY2023) |
11.3% (FY2022) |
| Periodic health checkup, consultation rate |
100.0% |
100.0% (FY2024) |
100.0% (FY2023) |
100.0% (FY2022) |
| Stress check, consultation rate |
100.0% |
82.6% (FY2024) |
78.9% (FY2023) |
82.8% (FY2022) |
| Annual paid leave, acquisition rate (overall) |
80.0% or more |
84.9% (FY2024) |
85.0% (FY2023) |
76.5% (FY2022) |
| Annual paid leave, acquisition rate (engineers) |
80.0% or more |
85.7% (FY2024) |
85.2% (FY2023) |
76.5% (FY2022) |
| Improving health literacy (through training), attendance rate |
100.0% |
100.0% (FY2024) |
100.0% (FY2023) |
100.0% (FY2022) |
| BMI below 25, ratio |
75.0% |
71.1% (FY2024) |
69.9% (FY2023) |
ー |
| Improving productivity (eliminating presenteeism): Assessment of work-related functionality*1 |
100.0% |
92.1% (FY2024) |
92.3% (FY2023) |
ー |
| Average age |
ー |
30.4 years old (FY2024) |
30.3 years old (FY2023) |
30.2 years old (FY2022) |
| Average years of service |
ー |
6.6 years (FY2024) |
6.5 years (FY2023) |
6.3 years (FY2022) |
| Absenteeism: Absence rate |
0.00% |
0.98% (FY2024) |
1.17% (FY2023) |
0.68% (FY2022) |
| Number of occupational accidents |
None |
6 (FY2024) |
10 (FY2023) |
3 (FY2022) |
| Occupational accident-related fatality rate |
0.0% |
0.0% (FY2024) |
0.0% (FY2023) |
0.0% (FY2022) |
| Downtime due to occupational accidents |
0.00 hours |
52.50 hours (FY2024) |
34.17 hours (FY2023) |
76.00 hours (FY2022) |
| Percentage that received health and safety training, attendance rate |
100.0% |
100.0% (FY2024) |
100.0% (FY2023) |
100.0% (FY2022) |
| Percentage of employees who have received training on diseases unique to women |
100.0% |
87.8% (FY2024) |
ー |
ー |
| Work engagement score*2 |
2.7 |
2.6 (FY2024) |
ー |
ー |
| Payment related to regional and social contribution |
ー |
2,000,000 yen (FY2024) |
2,000,000 yen (FY2023) |
2,000,000 yen (FY2022) |
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