Increase the percentage of female employees hired into career-track positions to 30% by FY2028.

From August 2024

・Based on the male-female ratio of the 'entry sheets' received, our basic policy is to hire highly competent applicants regardless of that ratio even for job categories in which there are more women than men.

・To address concerns arising from the absence of role models, we will actively present clear career paths and enhance the visibility of employees’ careers and professional backgrounds.

・To foster an inclusive corporate culture, we will provide education on basic DE&I concepts, including ongoing awareness initiatives such as e-learning and unconscious bias training, as well as training on communication with diverse talent.

・We will provide level-specific training programs for female employees and strengthen networks that enable communication across job categories and departments.

Achieve a ratio of 3.8% female managers (section manager level and above) by FY2028, with a long-term goal of reaching 10% by FY2035.

From August 2024

・We will promote advancement opportunities by providing early job experiences that enable continued growth even after life events such as childbirth and childcare.

・We will promote the appointment of managers through mid-career hiring as well as advancement from non–career-track positions.

・To address concerns arising from the absence of role models, we will actively present clear career paths and enhance the visibility of employees’ careers and professional backgrounds.

・To foster an inclusive corporate culture, we will provide education on basic DE&I concepts, including ongoing awareness initiatives such as e-learning and unconscious bias training, as well as training on communication with diverse talent.

・We will provide level-specific training programs for female employees and strengthen networks that enable communication across job categories and departments.

Achieve a 100% paternity leave utilization rate, with at least 50% of employees taking leave for 30 days or longer.

From August 2024

・To enable early awareness of planned paternity leave, we conduct surveys and support employees in taking leave at their preferred timing and duration.

・Through push-based consultation desks on work-life balance at head and branch offices, we provide personalized support regarding paternity leave.

・We hold work–childcare balance webinars and encourage employees returning from leave and their supervisors to attend together, promoting mutual understanding and greater workplace awareness.

・We encourage participation in parenting classes for fathers and management training programs to deepen understanding of paternity leave.