In March 2022, we established the Diversity Promotion Section in the Human Resources Department to promote the active participation of women, who account for approximately 60% of our employees.

We will implement a variety of initiatives from the three perspectives of career development, management training, and employment continuity support for female employees.

We aim to achieve a Ratio of women in manageria positions of 20% by fiscal 2026 by developing our own career vision without being constrained by existing concepts, providing training focused on developing skills to achieve this vision, and training candidates for managerial positions.

Action Plan and Progress Based on the Act on Promotion of Women's Participation and Advancement in the Workplace

Planning period

Quantitative Targets

Other information on the active participation of women

There is a gap in wages between men and women due to differences in the utilization ratio of the short-term plan and the ratio of managers. We will improve the wage gap between men and women by promoting initiatives to improve various issues related to working styles and by developing and promoting female managers.

There is almost no difference in the wage gap between men and women in all job categories except for career-track employees. However, the reason is that the ratio of women in career-track positions in managerial positions is low, and the ratio of women using the short-term working hours system accounts for about 20% of all women.

• Average wages include non-standard wages and bonuses, such as overtime allowances, in addition to standard wages.

Overall

By employment type

By job type

In line with our support program for balancing work and childcare, we support employees to take childcare leave and promote their understanding of childcare support.

In conjunction with the enactment of the Revised Childcare and Family Care Leave Law, we established an in-house consultation service in April 2022. In October of the same year, we revised the child care support system regulations and worked to ensure that all employees were fully aware of the key points of the revision to the law.

Going forward, we will continue to develop personnel infrastructures aimed at achieving a balance between employee childcare and work. In addition to working to further support employee childcare, we aim to improve Ratio of men taking childcare leave.

We have put in place a system that supports a diverse range of work styles and balancing work and family and work, creating an environment in which employees can choose more flexible work styles.

Through the utilization of these systems, we will support all employees to improve work efficiency and labor productivity, and promote the creation of a rewarding work environment that realizes a balance between work and life.

We aim to create a vibrant workplace where everyone can work comfortably, regardless of whether or not they have disabilities. By creating a workplace environment, we are striving to provide employees with disabilities with opportunities to demonstrate their abilities and to establish a workplace in place.

We are promoting the "promotion of understanding of the employment of people with disabilities" through ongoing in-house training and retention interviews.

From the perspective of securing diversity and improving productivity, we will actively recruit foreign human resources and incorporate diverse values into product development and sales services, leading to an increase in corporate value.

Through our engagement survey, we quantify the strength of the "relationship between the company and its employees, and the relationship of trust." In this way, we will visualize the state of the current organization, and work to identify and improve issues for each division.

We are also working to improve operations and opportunities for dialogue with management. We aim to further improve the motivation of our employees as a whole and to develop our personnel infrastructure to evolve into a strong organization that takes pride in working for us and wants to grow and contribute on its own ambition.

Trends in Engagement Score and Total Satisfaction

• Research firm average of 50 scores

• 5 stages for each area

Current issues

Metrics and Targets

Results and Targets to Date

Reference: Engagement Score/Rating Conversion Table

• On the strength of the "engagement score" of the organization, which is the relationship between the company and its employees Figures are expressed in 11 steps up to AAA ~ DD.

Actual