Article 3 (For Employees) of the Group Code of Conduct states that the Group "respects the personality and individuality of employees," and also positions "support for diverse human resources" as one of its material issues. In its new Medium-Term Management Plan, "TOPY Active & Challenge 2027," the Group has set a goal of increasing the ratio of female managers across the entire Group to 10% or more by fiscal 2030. To achieve these goals, the Group will promote early development of young and mid-career employees and cultivate future candidates for managerial positions.
Furthermore, in order to promote diversity, we promote employees to managerial positions (executive staff) based on a fair evaluation of their abilities, insight, personality, etc., regardless of gender, nationality, or whether they are new graduates or mid-career hires.
The ratio of women in management positions across the Group as a whole is 5.7% as of the end of March 2025, and we are making steady progress toward our 2030 target.
We have not set any specific targets for promoting foreign nationals and mid-career hires to managerial positions, but we do promote suitable candidates to managerial positions regardless of their nationality or recruitment status (new graduates, mid-career hires, etc.) (As of the end of June 2025, the proportion of managerial positions held by our company at the end of June 2025 was 1.2% for foreign nationals and 25.8% for mid-career hires).
We promote the utilization of human resources that respects the individuality of each employee and foster a culture in which employees and the company can grow together. To this end, we have introduced the following systems and improved the working environment to realize diverse and flexible working styles.
- telework system
- Flextime system
- Hourly paid annual leave
- Accumulated leave system
- Infertility Treatment Support System
- Leave of absence due to spouse's overseas transfer
Furthermore, in order to enable employees to balance work and child-rearing and to ensure that all employees can fully utilize their abilities, we have set new goals and are promoting them from April 2025 as part of our action plan based on the Next Generation Act.
(Planning period: April 1, 2025 to March 31, 2030)
- Increase the rate of childcare leave taken to above the standard within the planning period.
Male employees: 85% or more of the employees must take leave
Female employees: Achieve a take-up rate of 100% or more
In FY2024, 74.1% of men and 100% of women took childcare leave.We will continue to create a culture that makes it easier for male employees to take childcare leave.
- Reduce total working hours per full-time employee by 1% over the planning period.
- Within the planning period, we will introduce a leave system for childcare.
We have also introduced a job return system as a priority reemployment system for employees who have retired due to childcare, nursing care, etc. In addition, to enable employees to balance work and child-rearing, we are actively conducting publicity activities, such as creating a leaflet on the childcare leave system.
The average number of days of childcare leave taken in fiscal 2024 was 106.1 days (57.7 days for men and 309.4 days for women). In addition, the return-to-work rate for employees who have taken childcare leave was 100%.
