As its human capital strategy, the DKK Group has implemented human resource allocation and career development that are best suited to its business portfolio, thereby enhancing its expertise and employee engagement and promoting diversity, equity, and inclusion (DEI). Since we believe that the company grows when each of our employees rises to challenges, we are committed to respecting individuals’ personalities and uniqueness in order to create an environment that allows diverse human resources to achieve their full potential.
Promotion of Human Capital Management & KPIs
| Priority Initiatives | KPI (target) | Target fiscal year | Scope | ||
|---|---|---|---|---|---|
| DKK | Affiliated companies | ||||
| Japan | Over seas | ||||
| Promoting diverse employees’ career pursuits | Ratio of female managers: 10% | FY 2027 | ○ | ||
| Eruboshi Certification (Level 1) | FY 2027 | ○ | |||
| Ratio of employees with disabilities in compliance with the legal requirement: 2.7% | Continuous target | ○ | ○ | ||
| Enhancing work efficiency through work practice reforms | Reduction in overtime hours: 5% reduction compared to FY2024 | FY 2027 | ○ | ○ | |
| Paid annual leave taken: 85％ | FY 2027 | ○ | |||
| Male employees who take parental leave: 30％ maintained | FY 2027 | ○ | |||
| Advancing health and productivity management | Annual health checkup participation rate: 100% | Continuous target | ○ | ○ | |
| Employees who receive re-examinations as advised after the annual checkup: 80% or higher | Continuous target | ○ | |||
| Employees who receive specific health guidance as advised: 80％ or higher | FY 2027 | ○ | |||
| Employee engagement score: 50% or higher | FY 2027 | ○ | ○ | ||
Actual data and progress
Click here for the Key Performance Indicate and actual data