Under VISION2030, we are taking on seven challenges as part of our management strategy. One of these challenges is our sustainability strategy, and within this, we have set "create the future with diverse human resources" as a material issue of our management foundation. We are addressing this issue from three perspectives, namely developing human resources, utilizing human resources, and fostering an organizational culture. Through these efforts, we will increase employee engagement, thereby raising human productivity levels and increasing the amount of profit generated per employee. These profits will be returned to employees through salaries, creating a beneficial cycle that will further raise employee engagement and enhance corporate value.
Targets and performance indicators
| Materiality | Target | Target year |
Performance indicators |
FY 2024 results |
||
|---|---|---|---|---|---|---|
|
A Future with Diverse Human Resources |
1 |
Increase employee engagement |
Stress check score average |
Latest 3 years average |
12.0 points or higher |
13.2 points |
2 |
Developing and utilizing human resources for innovation |
(1) Global human resources consisting of: |
By FY |
(1) |
(1) |
|
|
(2) Digital/DX human resources consisting of: |
(2) |
(2) |
||||
|
(3) Marketing human resources consisting of: |
(3) |
(3) |
||||
3 |
Achieving health management |
(1) Health checkup rate through |
By FY |
(1) Maintained 100% |
(1) 100% |
|
|
(2) Stress check results rate |
(2) 3.0% or below |
(2) 3.9% |
||||
4 |
Ensuring occupational health and safety |
(1) Occupational accident rate (lost time) |
By FY |
(1) 1.0% or below |
(1) 0% |
|
|
(2) Occupational accident rate (fatalities) |
(2) Maintained 0% |
(2) 0% |
||||
|
Respect for diversity and human rights |
5 |
Promotion of Diversity & Inclusion |
(1) Ratio of female employees in management positions |
By FY |
(1) 50% |
(1) 45.6% |
|
(2) Ratio of female employees aspiring to hold management positions |
(2) 70% |
(2) 69.9% |
||||
|
(3) Overall rating in women's proactiveness in the workplace |
(3) Maintained 12.5 points |
(3) 12.6 points |
||||
|
(4) Ratio of male employees taking paternity leave |
(4) Maintained 100% |
(4) 100% |
||||
|
(5) Ratio of male employees taking longer than 30 days of paternity leave |
(5) 50% |
(5) 66.7% |
||||
|
(6) Employment rate of people with disabilities |
(6) 5% |
(6) 4.66% |
- The table above covers FANCL Corporation alone. "Stress check score average" and "Overall rating in women's proactiveness in the workplace" covers consolidated companies in Japan. "Employment rate of people with disabilities" covers the entire FANCL Group.
The three perspectives
Overview of human resources strategy
Outlook
In order to accelerate the coordination of human resource strategies that improve our ability to implement management strategy, we have established the human capital portfolio that will be required to achieve Vision2030 and we are allocating and training personnel accordingly. Specifically, in addition to training that covers digitalization, DX, and marketing, which are the strong points of our business model, we are also teaching globalization and management skills that will be key to corporate growth in the future.