Environmental Data
Unit: t-CO2
FY2022 |
FY2023 |
Goals(FY2030) |
||
Scope 1+2 |
Takashima (Non-consolidated) |
223.5 |
198.28 |
- |
Domestic group companies* |
- |
3,065.72 |
- |
|
Overseas group companies |
- |
- |
- |
|
Total |
[Reference year] 2,778.7 |
[17.4% increase] 3,263.99 |
Reduce emissions by 35% in FY2022 |
|
Scope 3 |
- |
- |
- |
* Total for seven domestic subsidiaries (Hi-Land Inc., iTak International (Japan) Co., Ltd., TAKCEL Co., Ltd., CLS Corporation, Rest Corporation, New Energy Distribution System Inc., and Takashima Robot Marketing Co., Ltd.)
Included offices: Offices of the Company and the Group (excluding TAKCEL Co., Ltd. and Gansui Corporation) that have acquired ISO14001 certification
Social Data Highlights
FY2025 target 30%
FY2025 target 20%
Non-consolidated (%), excluding employees who reached retirement age
Social Data: Human Assets-Related Data (Non-consolidated)
Item |
March 31, 2020 |
March 31, 2021 |
March 31, 2022 |
March 31, 2023 |
March 31, 2024 |
|
Number of employees (consolidated) (Persons) |
791 |
889 |
891 |
1,010 |
1,162 |
|
Ratio of female managers (consolidated) |
- |
- |
18.9% |
15.8% |
17.2% |
|
Ratio of female employees (consolidated) |
- |
- |
49.8% |
42.9% |
42.5% |
|
Number of regular/seconded employees (non-consolidated) (Persons) |
227 |
239 |
243 |
249 |
237 |
|
Number of employees |
305 |
309 |
306 |
308 |
302 |
|
Gender ratio |
Regular employees (Persons) |
257 |
265 |
267 |
275 |
267 |
Male |
191 |
190 |
190 |
197 |
188 |
|
Female |
66 |
75 |
77 |
78 |
79 |
|
Percentage of women among regular employees |
25.7% |
28.3% |
28.8% |
28.4% |
29.6% |
|
Generalist-track employees (Persons) |
193 |
192 |
191 |
192 |
179 |
|
Male |
186 |
184 |
183 |
184 |
172 |
|
Female |
7 |
8 |
8 |
8 |
7 |
|
Percentage of women among generalist-track employees |
3.6% |
4.2% |
4.2% |
4.2% |
3.9% |
|
Administrative-track employees (Persons) |
61 |
69 |
71 |
72 |
74 |
|
Other job types (Persons) |
3 |
4 |
5 |
11 |
14 |
|
Ratio of female managers |
0.0% |
0.0% |
0.0% |
1.7% |
3.6% |
|
Average age |
Regular employees |
42.6 |
43.0 |
43.0 |
42.7 |
42.7 |
Generalist-track employees |
43.3 |
43.7 |
43.7 |
43.4 |
43.2 |
|
Administrative-track employees |
40.0 |
40.5 |
40.6 |
40.6 |
41.2 |
|
Other job types |
53.3 |
54.7 |
54.1 |
44.4 |
44.4 |
|
Average years of service |
Regular employees |
15.4 |
15.4 |
15.3 |
14.9 |
15.1 |
Generalist-track employees |
14.8 |
15.0 |
15.2 |
15.1 |
15.2 |
|
Administrative-track employees |
17.7 |
16.9 |
16.0 |
15.6 |
16.2 |
|
Other job types |
8.0 |
8.0 |
7.8 |
5.2 |
7.3 |
|
Ratio of employees with disabilities |
2.1% |
1.6% |
1.4% |
1.8% |
2.2% |
|
Gender wage gap*1 |
- |
- |
- |
62.1% |
61.1% |
|
Paid leave |
Utilization rate |
57.0% |
51.3% |
59.9% |
64.9% |
75.5% |
Number of days taken |
11.3 |
10.1 |
11.9 |
12.8 |
14.4 |
|
Working hours |
Average total working hours (per month) |
151.94 |
153.81 |
151.97 |
161.80 |
154.32 |
Average overtime hours*2 (per month) |
5.76 |
5.88 |
4.93 |
12.75 |
5.85 |
|
Recruitment |
Regular employees (Persons) |
14 |
7 |
14 |
19 |
18 |
New graduates |
4 |
4 |
4 |
6 |
4 |
|
Mid-career hires |
10 |
3 |
10 |
13 |
14 |
|
Ratio of mid-career hires |
71% |
43% |
71% |
68% |
78% |
|
Generalist-track employees (Persons) |
14 |
6 |
14 |
13 |
15 |
|
New graduates |
4 |
3 |
4 |
4 |
3 |
|
Female |
1 |
0 |
0 |
1 |
1 |
|
Mid-career hires |
10 |
3 |
10 |
9 |
12 |
|
Female |
0 |
1 |
0 |
0 |
0 |
|
Administrative-track employees (Persons) |
0 |
1 |
0 |
2 |
1 |
|
Other job types (Persons) |
0 |
0 |
0 |
4 |
2 |
|
Employee turnover |
Number of employees departed (for personal reasons) (Persons) |
4 |
3 |
14 |
8 |
25 |
Employee turnover (for personal reasons) |
1.6% |
1.1% |
5.2% |
2.9% |
9.1% |
|
Leave of absence |
Number of employees on leave of absence (excluding childcare leave) (Persons) |
9 |
5 |
4 |
6 |
6 |
Ratio of employees on leave of absence (excluding childcare leave) |
3.0% |
1.6% |
1.3% |
2.0% |
1.9% |
|
Childcare |
Ratio of employees taking childcare leave |
|||||
Female |
100.0% |
100.0% |
100.0% |
100.0% |
100.0% |
|
Male |
0.0% |
0.0% |
57.1% |
14.3% |
57.1% |
|
Ratio of employees on childcare leave returning to work |
||||||
Female |
83.0% |
100.0% |
100.0% |
100.0% |
100.0% |
|
Male |
- |
- |
100.0% |
100.0% |
100.0% |
|
Ratio of employees undergoing health checkups |
99.3% |
98.7% |
95.3% |
98.7% |
99.3% |
|
Ratio of employees undergoing stress checks |
99.0% |
99.7% |
99.0% |
99.0% |
100.0% |
|
Ratio of high-stress employees (stress check) |
12.2% |
8.1% |
12.4% |
18.0% |
14.6% |
|
Engagement score (August/February) |
- |
- |
- |
45.3/48.6 |
51.6/50.1 |
*1: Calculated following the revision of the Ministry Order on the Act on the Promotion of Women’s Active Engagement in Professional Life in FY2022. Female wage as % of male wage
*2: Prescribed hours per day of the Company is seven hours, but hours in excess of the statutory working hours of eight hours per day are counted.
Governance data
FY2030 target 30% or more
Number of directors as specified in the articles of incorporation |
Directors: 10 or less Directors who are audit and supervisory committee members: 5 or less |
Term of office of directors under the articles of incorporation |
Directors: 1 Year Directors who are audit and supervisory committee members: 2 Years |
Chairman of the board of directors |
President |
Number of directors |
Directors: 3 Directors who are audit and supervisory committee members: 5 |
Number of female directors (ratio of female directors) |
1 (12.5%) |
Number of outside directors (ratio of outside directors) |
5 (62.5%) |
Number of outside directors designated as independent officers (ratio of independent outside directors) |
4 (50.0%) |
Total Number of Committee Members |
Full-time Committee Members |
In-house Directors |
Outside Directors |
Chairperson |
|
Audit and Supervisory Committee |
5 |
1 |
0 |
5 |
Outside Directors |
Nomination Committee |
6 |
2 |
1 |
5 |
Outside Directors |
Compensation Committee |
6 |
2 |
1 |
5 |
Outside Directors |