Environmental, Social and Corporate Governance (ESG) Data

E:Environmental

Energy usage

Can be horizontally scrolled
Fiscal year ended
March 31		 Crude oil equivalent
(Kiloliters)		 Energy consumption rate
(Kiloliters/㎡)		 Compared to the previous year
(％)		 5-year average
Change in basic unit
2020 1,899 0.04182 98.3 ー
2021 1,729 0.03872 92.6 ー
2022 1,585 0.03612 93.3 ー
2023 1,534 0.02809 89.2 ー
2024 1,545 0.02829 100.7 93.9
  • *
    Parent company and three domestic affiliates

GHG emissions by the JACCS Group

At JACCS Group, we have obtained third-party assurance for GHG emissions starting from the fiscal year ending March 2025(fiscal year 2024).
For details on GHG emission results, calculation methods, third-party assurance, and more, please refer to the following.

S:Social

Employee-friendliness

Can be horizontally scrolled
FY 2023 2024 2025
Ratio of female employees among all section manager or higher positions 17.8% 18.4% 19.0%
At least three days per month with no overtime worked; at least one “Premium Weekday” per month*1 99.2% 99.5% 99.2%
At least 60% of annual leave days used 79.3% 79.1% 79.5%
A maximum of 30 hours of overtime worked per month*2
Employees’ average monthly overtime hours		 12.2 12.9 13.2
Implementation ratio for periodic health check-ups (including examinations for lifestyle-related diseases) *3 100% 100% 100%
Implementation ratio for secondary tests 98.3% 99.0% 98.3%
Implementation ratio for stress check 99.9% 100% 100%
Ratio of eligible employees taking childcare leave (female) 100% 100% 100%
Ratio of eligible employees taking childcare leave (male) 129.4% 87.1% 100%
Average female pay expressed as a percentage of average male pay *4
All employees		 58.7% 62.9% 66.4%
  • *1
    “Premium Weekday” is JACCS’ adaptation of “Premium Friday”
  • *2
    The normal working time is 7 hours and 25 minutes. Employees who report chronic overtime are required to submit a report on the reasons for this, and an interview and reform of their work practices is carried out.
  • *3
    Actual implementation ratio
  • *4
    At present, the Company is aware of a large differential between male and female salary and wage levels owing to such factors as the high number of males in management positions and the high number of females in part-time positions. Furthermore, the Company is aware that its programs aimed at creating a workplace environment that will enable female employees to fulfill their maximum potential—including through the appointment of females to management-level positions—are at the development stage. Hence, the Company is implementing a range of initiative aimed at reducing pay differentials.

G:Corporate Governance

Corporate Governance

Can be horizontally scrolled
FY 2023 2024 2025
Board of Directors Number of meetings held 8 8 8
Directors Total number of members 12 11 11
Internal Male 8 7 7
Female 0 0 0
Outside Male 2 2 2
Female 2 2 2
Ratio of Outside directors 33.3% 36.3% 36.3%
Ratio of female directors 16.7% 18.1% 18.1%
Audit & Supervisory Board Number of meetings held 8 8 8
Audit & Supervisory Board members Total number of members 4 4 4
Nominations Advisory Committee Internal Male 3 3 3
Female 0 0 0
Outside Male 2 2 2
Female 2 2 2
Remuneration Advisory Committee Internal Male 3 3 3
Female 0 0 0
Outside Male 2 2 2
Female 2 2 2

Investor relations (IR) activities

Can be horizontally scrolled
FY 2023 2024 2025
Results briefings 2 2 2
Meetings with institutional investors 65 77 56
  • *
    This is the number of dialogues undertaken as part of our IR activities vis-a-vis analysts and institutional investors.
Top of Page