Sustainability
ESG Data
》 Message from Our President and CEO 》 Message from Our Director of Sustainability
》 Sustainability Management 》 Environmental
》 Social
》 Governance
》 Guideline Content Index
》 ESG Data
》 Annual Report(Integrated Report)
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》 ESG Data (As of April 26, 2024) [PDF 2.85MB/2page]
Environmental
| ID | Item | Related SDGs | KPI | Target | Recent result | FY2023 | FY2022 |
|---|---|---|---|---|---|---|---|
| 1 | Improve energy efficiency and reduce energy usage |
 |
Greenhouse gas (GHG) emissions (Scope 1 and Scope 2) | Net zero (FY2051) | 98.2 tCO2 (FY2024) | 91.3 tCO2 (FY2023) | 97.3 tCO2 (FY2022) |
| Greenhouse gas (GHG) emissions (Scope 1 and Scope 2) per unit of net sales | ー | 0.0097 (tCO2 / million yen) (FY2024) | 0.0101 (tCO2 / million yen) (FY2023) | 0.0120 (tCO2 / million yen) (FY2022) | |||
| Energy consumption (crude oil equivalent) | Reduction on an ongoing basis | 48.2 (kl / yaer) (FY2024) | 49.9 (kl / yaer) (FY2023) | 48.7 (kl / yaer) (FY2022) | |||
| Energy consumption (crude oil equivalent) per unit of net sales | ー | 0.0048 (kl / million yen) (FY2024) | 0.0054 (kl / million yen) (FY2023) | 0.0060 (kl / million yen) (FY2022) | |||
| Reduction rate of copy paper used | Reduction on an ongoing basis | 6.2% reduction (FY2024) | 5.9% reduction (FY2023) | 14.5% reduction (FY2022) | |||
| 2 | Contribute to carbon neutrality through business activities |
 |
Share of engineers placed in carbon neutrality projects among all engineers | 50.0% (FY2025) | 48.3% (FY2024) | 46.1% (FY2023) | 41.3% (FY2022) |
Social
| ID | Item | Related SDGs | KPI | Target | Recent result | FY2023 | FY2022 |
|---|---|---|---|---|---|---|---|
| 3 | Resolve social issues by creating jobs |
 |
Share of carbon neutrality recruitment targets for new graduates | 55.0% (FY2025) | 54.9% (FY2024) | 46.1% (FY2023) | 47.9% (FY2022) |
| Share of carbon neutrality recruitment targets for career hires | 55.0% (FY2025) | 25.9% (FY2024) | 62.0% (FY2023) | 48.6% (FY2022) | |||
| 4 | Respect human rights |
 |
Number of serious human rights issues | None | None (FY2024) | None (FY2023) | None (FY2022) |
| Number of discrimination incidents | None | None (FY2024) | None (FY2023) | None (FY2022) | |||
| Percentage of employees who have received harassment training | 100.0% | 100.0% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | |||
| Number of inquiries to harassment helpline | Appropriate response to inquiries | 1 (FY2024) | None (FY2023) | None (FY2022) | |||
| 5 | Promote diversity and inclusion |
 |
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| Share of female employees (engineers) | Increase on an ongoing basis | 3.7% (FY2024) | 4.1% (FY2023) | 3.7% (FY2022) | |||
| Share of female employees (administration) | Increase on an ongoing basis | 33.8% (FY2024) | 27.6% (FY2023) | 31.4% (FY2022) | |||
| Share of female employees (engineers) among new employees | Increase on an ongoing basis | 5.2% (FY2024) | 6.4% (FY2023) | 3.0% (FY2022) | |||
| Share of female employees (administration) among new employees | Increase on an ongoing basis | 47.1% (FY2024) | 27.3% (FY2023) | 66.7% (FY2022) | |||
| Appointment of female employees (engineers) to managerial positions | 3 or more | 2 (FY2024) | 2 (FY2023) | 2 (FY2022) | |||
| Appointment of female employees to managerial positions | 10 or more | 10 (FY2024) | 10 (FY2023) | 6 (FY2022) | |||
| Share of female employees in managerial positions | Increase on an ongoing basis | 3.1% (FY2024) | 3.4% (FY2023) | 3.7% (FY2022) | |||
| Share of female executive officers | 30.0% or more (FY2031) | 0.0% (FY2024) | 0.0% (FY2023) | 0.0% (FY2022)/td> | |||
| Additional appointment of female employees to managerial or higher positions | 1 or more (FY2029) | 1 (FY2024) | 1 (FY2023) | 1 (FY2022) | |||
| Additional appointment of females in positions one rank below managerial positions as executives | 1 or more (FY2029) | 3 (FY2024) | 1 (FY2023) | None (FY2022) | |||
| Wage difference between male and female employees (overall) | ー | Male 100.0%：Female 89.2% (FY2024) | Male 100.0%：Female 94.5% (FY2023) | Male 100.0%：Female 92.8% (FY2022) | |||
| Wage difference between male and female employees (engineers) | ー | Male 100.0%：Female 95.8% (FY2024) | Male 100.0%：Female 96.5% (FY2023) | Male 100.0%：Female 99.2% (FY2022) | |||
| Wage difference between male and female employees (administration) | ー | Male 100.0%：Female 71.9% (FY2024) | Male 100.0%：Female 71.0% (FY2023) | Male 100.0%：Female 71.0% (FY2022) | |||
| Number of childcare leave days taken by male employees (average) | ー | 42.5 days (FY2024) | 79.5 days (FY2023) | 44.0 days (FY2022) | |||
| Average years of service of male employees (engineers) | Increase on an ongoing basis | 6.50 years (FY2024) | 6.15 years (FY2023) | 5.91 years (FY2022) | |||
| Average years of service of male employees (administration) | Increase on an ongoing basis | 10.95 years (FY2024) | 10.60 years (FY2023) | 10.69 years (FY2022) | |||
| Average years of service of female employees (engineers) | Increase on an ongoing basis | 4.03 years (FY2024) | 3.37 years (FY2023) | 3.41 years (FY2022) | |||
| Average years of service of female employees (administration) | Increase on an ongoing basis | 7.12 years (FY2024) | 8.34 years (FY2023) | 7.56 years (FY2022) | |||
| Usage rate of childcare leave (male employees) | 30.0% or more (FY2029) | 50.0% (FY2024) | 30.8% (FY2023) | 12.5% (FY2022) | |||
| Usage rate of childcare leave (female employees) | 80.0% or more (FY2029) | 66.7% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | |||
| Usage rate of nursing care leave (male and female employees) | 15.0% or more (FY2029) | 13.7% (FY2024) | 7.4% (FY2023) | 1.2% (FY2022) | |||
| Share of non-Japanese talents | Recruitment on an ongoing basis | 1.4% (FY2024) | 1.0% (FY2023) | 1.4% (FY2022) | |||
| Share of elderly employees (60 years of age and older) | Recruitment on an ongoing basis | 1.3% (FY2024) | 1.4% (FY2023) | 1.4% (FY2022) | |||
| Employment rate of employees with disabilities | 2.30% or more (legally required employment rate) | 2.67% (as of June 1, 2023) | 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) | 2.3% (FY2024) | 1.7% (FY2023) | 0.8% (FY2022) | |||
| Share of regular employees hired mid-career | ー | 7.7% (FY2024) | 4.8% (FY2023) | 2.0% (FY2022) | |||
| Number of employees | ー | 1,321 (as of January 31, 2024) | 1,276 (as of January 31, 2023) | 1,180 (as of January 31, 2022) | |||
| Number of temporary employees (average) | ー | 24 (FY2024) | 16 (FY2023) | 10 (FY2022) | |||
| 6 | Develop and secure promising talents |
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| Average hours of annual training per employee (engineer) | Same level each year | 73.2 hours (FY2024) | 81.2 hours (FY2023) | 163.9 hours (FY2022) | |||
| Average cost of annual training per employee (engineer) | Same level each year | 54,000 yen (FY2024) | 62,000 yen (FY2023) | 63,000 yen (FY2022) | |||
| Percentage of employees who have received talent development training | Same level each year | 87.4% (FY2024) | 84.8% (FY2023) | 89.1% (FY2022) | |||
| Turnover rate (engineers) *Excluding retirement and turnover via the Company’s assistance program to change jobs | 7.1% (FY2025) | 8.3% (FY2024) | 7.7% (FY2023) | 10.3% (FY2022) | |||
| Turnover rate (engineers) | 8.8% (FY2025) | 10.9% (FY2024) | 9.6% (FY2023) | 11.3% (FY2022) | |||
| Periodic health checkup, consultation rate | 100.0% | 100.0% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | |||
| Stress check, consultation rate | 100.0% | 82.6% (FY2024) | 78.9% (FY2023) | 82.8% (FY2022) | |||
| Annual paid leave, acquisition rate (overall) | 80.0% or more | 84.9% (FY2024) | 85.0% (FY2023) | 76.5% (FY2022) | |||
| Annual paid leave, acquisition rate (engineers) | 80.0% or more | 85.7% (FY2024) | 85.2% (FY2023) | 76.5% (FY2022) | |||
| Improving health literacy (through training), attendance rate | 100.0% | 100.0% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | |||
| BMI below 25, ratio | 75.0% | 71.1% (FY2024) | 69.9% (FY2023) | ー | |||
| Improving productivity (eliminating presenteeism): Assessment of work-related functionality*1 | 100.0% | 92.1% (FY2024) | 92.3% (FY2023) | ー | |||
| Average age | ー | 30.4 years old (FY2024) | 30.3 years old (FY2023) | 30.2 years old (FY2022) | |||
| Average years of service | ー | 6.6 years (FY2024) | 6.5 years (FY2023) | 6.3 years (FY2022) | |||
| Absenteeism: Absence rate | 0.00% | 0.98% (FY2024) | 1.17% (FY2023) | 0.68% (FY2022) | |||
| Number of occupational accidents | None | 6 (FY2024) | 10 (FY2023) | 3 (FY2022) | |||
| Occupational accident-related fatality rate | 0.0% | 0.0% (FY2024) | 0.0% (FY2023) | 0.0% (FY2022) | |||
| Downtime due to occupational accidents | 0.00 hours | 52.50 hours (FY2024) | 34.17 hours (FY2023) | 76.00 hours (FY2022) | |||
| Percentage that received health and safety training, attendance rate | 100.0% | 100.0% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | |||
| Percentage of employees who have received training on diseases unique to women | 100.0% | 87.8% (FY2024) | ー | ー | |||
| Work engagement score*2 | 2.7 | 2.6 (FY2024) | ー | ー | |||
| Payment related to regional and social contribution | ー | 2,000,000 yen (FY2024) | 2,000,000 yen (FY2023) | 2,000,000 yen (FY2022) |
Governance
| ID | Item | Related SDGs | KPI | Target | Recent result | FY2023 | FY2022 | |
|---|---|---|---|---|---|---|---|---|
| 7 | Strengthen corporate governance | Appointment ratio of Independent Directors | One-third or more | 37.5% (as of January 31, 2024) | 37.5% (as of January 31, 2023) | 37.5% (as of January 31, 2022) | ||
| Number of Outside Directors | ー | 3 (as of January 31, 2024) | 3 (as of January 31, 2023) | 3 (as of January 31, 2022) | ||||
| Ratio of Outside Directors in the Nomination and Remuneration Committee | Majority | 75.0% (as of January 31, 2024) | 75.0% (as of January 31, 2023) | 75.0% (as of January 31, 2022) | ||||
| Remuneration of Outside Directors | ー | 25,000,000 yen (FY2024) | 24,000,000 yen (FY2023) | 22,000,000 yen (FY2022) | ||||
| Board of Directors | Number of meetings held | ー | 30 times (FY2024) | 31 times (FY2023) | 30 times (FY2022) | |||
| Attendance rate | ー | 99.6% (FY2024) | 98.8% (FY2023) | 99.2% (FY2022) | ||||
| Attendance rate of Independent Directors | ー | 100.0% (FY2024) | 96.8% (FY2023) | 97.8% (FY2022) | ||||
| Compliance and Risk Management Meeting | Number of meetings held | ー | 12 times (FY2024) | 12 times (FY2023) | 12 times (FY2022) | |||
| Attendance rate | ー | 100.0% (FY2024) | 99.0% (FY2023) | 96.9% (FY2022) | ||||
| Attendance rate of Independent Directors | ー | 100.0% (FY2024) | 97.3% (FY2023) | 91.7% (FY2022) | ||||
| Sustainability Committee | Number of meetings held | ー | 4 times (FY2024) | 4 times (FY2023) | 4 times (FY2022) | |||
| Attendance rate | ー | 100.0% (FY2024) | 100.0% (FY2023) | 93.8% (FY2022) | ||||
| Attendance rate of Independent Directors | ー | 100.0% (FY2024) | 100.0% (FY2023) | 83.4% (FY2022) | ||||
| Audit and Supervisory Committee | Number of meetings held | ー | 26 times (FY2024) | 26 times (FY2023) | 25 times (FY2022) | |||
| Attendance rate | ー | 100.0% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | ||||
| Attendance rate of Independent Directors | ー | 100.0% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | ||||
| Nomination and Remuneration Committee | Number of meetings held | ー | 4 times (FY2024) | 4 times (FY2023) | ー | |||
| Attendance rate | ー | 100.0% (FY2024) | 100.0% (FY2023) | ー | ||||
| Attendance rate of Independent Directors | ー | 100.0% (FY2024) | 100.0% (FY2023) | ー | ||||
| Evaluation of the effectiveness of the Board of Directors | Once | Once | Once | Once | ||||
| 8 | Promote compliance management |
 |
Percentage of employees who have received compliance training | 100.0% | 100.0% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | |
| Percentage of employees who have received information security training | 100.0% | 100.0% (FY2024) | 100.0% (FY2023) | 100.0% (FY2022) | ||||
| Number of major compliance violations | None | None (FY2024) | None (FY2023) | None (FY2022) | ||||
| Number of major information security incidents | None | None (FY2024) | None (FY2023) | None (FY2022) | ||||
| Number of inquiries to whistleblowing helpline | Appropriate response to inquiries | None (FY2024) | None (FY2023) | None (FY2022) | ||||
| Number of major dispositions related to corruption | None | None (FY2024) | None (FY2023) | None (FY2022) | ||||
| Number of instances where employees were fined for corruption, etc. | None | None (FY2024) | 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)
