Human Resource Development Initiatives

Diversity

Promoting Greater Professional Success for Women

Action Plan to Help Women Excel

In fiscal 2017, we adopted new systems aimed at helping women succeed professionally.

  1. A system to allow non-career-track employees to take division manager or assistant manager positions
  2. A system for rehiring employees who left the Company to accompany a spouse who was transferred to another location

Furthermore, in fiscal 2018, we began the following new initiatives.

  1. Extended eligibility for shortened working hours for childcare to the end of the child's third year of elementary school
  2. Individual staggered work hours until the child finishes elementary school
  3. Flexi-time system

Action Plan for Helping Women Excel (Outline) Plan duration:
April 1, 2019 to March 31, 2024

Issues the Company Faces Although Kanematsu hires a certain number of women every year, the percentages of women among all new graduate hires, employees in core operations, and employees in management positions are low.
Targets
  1. Increase the number of women working in core operations in assistant section manager-level or higher positions to 35 (from 27 as of March 31, 2019)
  2. Increase the percentage of women among new graduate hires to 42%
    (from 34% in fiscal 2018).
Initiatives Increasing the percentage of women among new graduate hires and creating systems to promote female employee retention.
FY2014FY2015FY2016FY2017FY2018FY2019
Female career-track employees*1 51 55 54 56 54 52
Responsibility band 3*2 16 21 22 22 22 27

*1 Work location is determined according to the Company's needs and not restricted to any specifi c area. These employees eventually move into core operations.
*2 Equivalent in level to assistant section manager.

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