ESG Data (As of October 4, 2024) [PDF 2.92MB/2page]
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) |
98.7 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) |
|||
Greenhouse gas (GHG) emissions (Scope 3) | Net zero (FY2051) |
1,147.7 tCO2 (FY2024) |
ー | ー | |||
Energy consumption (crude oil equivalent) | Reduction on an ongoing basis | 48.2 (kl / year) (FY2024) |
49.9 (kl / year) (FY2023) |
48.7 (kl / year) (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) |
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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) |
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 and career hires | 55.0% (FY2025) |
46.1% (FY2024) |
50.0% (FY2023) |
40.1% (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 |
|
|||||
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) |
|||
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) | Narrow the difference | 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) | Narrow the difference | 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) | Narrow the difference | Male 100.0%:Female 71.9% (FY2024) |
Male 100.0%:Female 71.0% (FY2023) |
Male 100.0%:Female 71.0% (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) |
|||
Number of childcare leave days taken by male employees (average) | ー | 42.5 days (FY2024) |
79.5 days (FY2023) |
44.0 days (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) |
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6 | Develop and secure promising talents |
|
|||||
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) |
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) |
||||
Number of Directors | ー | 8 (as of January 31, 2024) |
8 (as of January 31, 2023) |
8 (as of January 31, 2022) |
||||
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)