Sustainability
ESG Data
》 Main Goals 》 Value Creation Process
》 Materiality（Material Issues）
》 ESG Data
》 GRI Content Index 》 Outline of Activities
》 Website accessibility policy
》 Health and productivity management
》 Initiatives for Achieving SDGs 》 TCFD
》 Improvement of service quality
》 Annual Report(Integrated Report)
》 ESG Data (As of November 20, 2023) [PDF 1.78MB/1page]
Environmental
| ID | Item | Related SDGs | KPI | Target | Recent result | FY2022 |
|---|---|---|---|---|---|---|
| 1 | Improve energy efficiency and reduce energy usage |
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Greenhouse gas (GHG) emissions (Scope 1 and Scope 2) | Net zero (FY2051) | 93.3 tCO2 (FY2023) | 97.3 t of CO2 (FY2022) |
| Greenhouse gas (GHG) emissions per net sales of 1 million yen (Scope 1 and Scope 2) | ー | 0.0101 tCO2 (FY2023) | 0.0120 tCO2 (FY2022) | |||
| Reduction rate of copy paper used | Reduction on an ongoing basis | 5.9% reduction (FY2023) | 14.5% reduction (FY2022) | |||
| 2 | Contribute to carbon neutrality through business activities |
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Share of engineers placed in carbon neutrality projects among all engineers | 50.0% (FY2025) | 46.1% (FY2023) | 41.3% (FY2022) |
Social
| ID | Item | Related SDGs | KPI | Target | Recent result | FY2022 |
|---|---|---|---|---|---|---|
| 3 | Resolve social issues by creating jobs |
 |
Share of carbon neutrality recruitment targets for new graduates | 55.0% (FY2025) | 46.1% (FY2023) | 47.9% (FY2022) |
| Share of carbon neutrality recruitment targets for career hires | 55.0% (FY2025) | 62.0% (FY2023) | 48.6% (FY2022) | |||
| 4 | Respect human rights |
 |
Percentage of employees who have received harassment training | 100% | 100% (FY2023) | 100% (FY2022) |
| Number of inquiries to harassment helpline | Appropriate response to inquiries | None (FY2023) | None (FY2022) | |||
| 5 | Promote diversity and inclusion |
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| Share of female employees (engineers) | ー | 4.1% (FY2023) | 3.7% (FY2022) | |||
| Share of female employees (administration) | ー | 27.6% (FY2023) | 31.4% (FY2022) | |||
| Share of female employees (engineers) among new employees | ー | 6.4% (FY2023) | 3.0% (FY2022) | |||
| Share of female employees (administration) among new employees | ー | 27.3% (FY2023) | 66.7% (FY2022) | |||
| Appointment of female employees (engineers) to managerial positions | Three or more (FY2024) | Two (as of January 31, 2023) | Two (as of January 31, 2022) | |||
| Appointment of female employees to managerial positions | Ten or more (FY2024) | Ten (as of January 31, 2023) | Six (as of January 31, 2022) | |||
| Share of female employees in managerial positions | Increase on an ongoing basis | 3.4% (FY2023) | 3.7% (FY2022) | |||
| Wage difference between male and female employees (overall) | ー | Male 100%：Female 94% (FY2023) | Male 100%：Female 93% (FY2022) | |||
| Wage difference between male and female employees (engineers ) | ー | Male 100%：Female 96% (FY2023) | Male 100%：Female 99% (FY2022) | |||
| Wage difference between male and female employees (administration) | ー | Male 100%：Female 71% (FY2023) | Male 100%：Female 71% (FY2022) | |||
| Number of childcare leave days taken by male employees (average) | ー | 79.5 days (FY2023) | 44 days (FY2022) | |||
| Average years of service of male employees (engineers) | ー | 6.15 years (FY2023) | 5.91 years (FY2022) | |||
| Average years of service of male employees (administration) | ー | 10.60 years (FY2023) | 10.69 years (FY2022) | |||
| Average years of service of female employees (engineers) | ー | 3.37 years (FY2023) | 3.41 years (FY2022) | |||
| Average years of service of female employees (administration) | ー | 8.34 years (FY2023) | 7.56 years (FY2022) | |||
| Usage rate of childcare leave (male employees) | 30% or more (FY2024) | 30.8% (FY2023) | 12.5% (FY2022) | |||
| Usage rate of childcare leave (female employees) | 80% or more (FY2024) | 100% (FY2023) | 100% (FY2022) | |||
| Usage rate of nursing care leave (male and female employees) | 50% or more (FY2024) | 7.4% (FY2023) | 1.2% (FY2022) | |||
| Share of non-Japanese talents | Recruitment on an ongoing basis | 1.0% (FY2023) | 1.4% (FY2022) | |||
| Share of elderly employees (60 years of age and older) | Recruitment on an ongoing basis | 1.4% (FY2023) | 1.4% (FY2022) | |||
| Employment rate of employees with disabilities | 2.3% or more (legally required employment rate) | 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) | 1.7% (FY2023) | 0.8% (FY2022) | |||
| Number of temporary employees (average) | ー | 16 people (FY2023) | 10 people (FY2022) | |||
| 6 | Develop and secure promising talents |
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| Average hours of annual training per employee (engineer) | Same level each year | 8.2 hours (FY2023) | 7.5 hours (FY2022) | |||
| Average cost of annual training per employee (engineer) | Same level each year | 62,000 yen (FY2023) | 63,000 yen (FY2022) | |||
| Turnover rate (engineers) *Excluding retirement and turnover via the Company’s assistance program to change jobs | 7.1% (FY2025) | 7.7% (FY2023) | 10.3% (FY2022) | |||
| Turnover rate (engineers) | 8.8% (FY2025) | 9.6% (FY2023) | 11.3% (FY2022) | |||
| Periodic health checkup, consultation rate | 100% | 100.0% (FY2023) | 100.0% (FY2022) | |||
| Stress check, consultation rate | 90% | 82.6% (FY2024) | 82.8% (FY2022) | |||
| Annual paid leave, acquisition rate | 70% | 85.0% (FY2023) | 76.5% (FY2022) | |||
| Improving health literacy (through training), attendance rate | 100% | 100.0% (FY2023) | 100.0% (FY2022) | |||
| BMI below 25, ratio | 75% | 69.9% (FY2023) | ー | |||
| Improving productivity (eliminating presenteeism): Assessment of work-related functionality*1 | 100% | 92.1% (FY2023) | ー | |||
| Absenteeism: Absence rate | 0% | 1.17% (FY2023) | 0.68% (FY2022) | |||
| Number of occupational accidents | None | 10 (FY2023) | 3 (FY2022) | |||
| Downtime due to occupational accidents | 0 hours | 34.17 hours (FY2023) | 76.00 hours (FY2022) | |||
| Percentage that received health and safety training, attendance rate | 100% | 100% (FY2023) | 100% (FY2022) | |||
| Percentage of employees who have received training on diseases unique to women | 100% | 87.84% (FY2024) | ー | |||
| Work engagement score*2 | 2.7 | 2.6 (FY2024) | ー | |||
| Payment related to regional and social contribution | ー | 2,000,000円 (FY2023) | 2,000,000円 (FY2022) |
Governance
| ID | Item | Related SDGs | KPI | Target | Recent result | FY2022 |
|---|---|---|---|---|---|---|
| 7 | Strengthen corporate governance | Appointment ratio of Independent Directors | One-third or more | 37.5% (FY2023) | 37.5% (FY2022) | |
| Number of Outside Directors | ー | Three (FY2023) | Three (FY2022) | |||
| Ratio of Outside Directors in the Nomination and Remuneration Committee | Majority | 75.0% (FY2023) | 75.0% (FY2022) | |||
| Evaluation of the effectiveness of the Board of Directors | Once | Once | Once | |||
| 8 | Promote compliance management |
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Percentage of employees who have received compliance training | 100% | 100% (FY2023) | 100% (FY2022) |
| Percentage of employees who have received information security training | 100% | 100% (FY2023) | 100% (FY2022) | |||
| Number of major compliance violations | None | None (FY2023) | None (FY2022) | |||
| Number of major information security incidents | None | None (FY2023) | None (FY2022) | |||
| Number of inquiries to whistleblowing helpline | Appropriate response to inquiries | None (FY2023) | None (FY2022) | |||
| Number of major dispositions related to corruption | None | None (FY2023) | None (FY2022) | |||
| Number of instances where employees were fined for corruption, etc. | None | None (FY2023) | None (FY2022) |
*1 Measurement method: Wfun (a survey developed by University of Occupational and Environmental Health, Japan to measure the extent of work-related functional impairment caused by health issues)
*2 Measurement method: New Brief Job Stress Questionnaire (work engagement is a state where employees feel vigor, dedication, and absorption toward their work)
