Since our founding, we have remained a step ahead of the times and have played a pioneering role in achieving a better future. Our human resources have been the driving force supporting our growth throughout this. Viewing these human resources as assets that create value for the Company, we are working to enhance employee satisfaction and happiness in working for the Company and to improve and strengthen the environment so that all employees can maximize their capabilities and work effectively.

We established the Human Capital Committee in FY2024 to construct and promote a human capital strategy linked to our Purpose and management strategy.
This committee discusses initiatives concerning human capital management, such as the setting of a clear image of the human resources required for achieving our medium- and long-term strategies; construction of a human resources portfolio; recruitment, development, and allocation of human resources; and diversity, equity, and inclusion. By promoting related measures with a sense of speed, the committee advances further strengthening of our human resources.

Respecting diversity, character, and individuality, our Company stipulates the prohibition of all discrimination within our Charter of Corporate Conduct and works to ensure and enhance psychological safety. We strive to create an environment in which all employees can work with joy, pride, and energy. Making teamwork our foundation, we continue to deploy diverse human resources acquired through routes including new graduate recruitment, second-round new graduate recruitment, and mid-career recruitment, regardless of gender or nationality. Doing so, we hope that employees will motivate each other, grow together, and become strengths of the Company.

Our human resources development aims to cultivate employees’ capabilities for executing the job responsibilities necessary for achieving management goals, and emphasi on-site practical education based on field-driven human resources development. We combine this practical education with Human Resources Department-led training for the acquisition of knowledge, skills, and a business mindset in accordance with the positions, capabilities, and aptitudes of employees. We support the enhancement of individuals’ capabilities by systematically promoting this training with individuals, their superiors, and
the Company acting as one.

In training led by the Human Resources Department, we strive to prepare and enrich a variety of curricula for the acquisition of skills required to execute work duties and responsibilities, such as assessing issues in growth and creating motivation for career formation. To foster a career ownership mindset, we offer a wide variety of online training content and correspondence education courses that let employees freely select desired topics for learning, at any place and any time.
For those employees who continue to tackle career autonomy and independence, under our incentive system for acquisition of qualifications we pay incentives matched to the difficulty of the qualifications and pay monthly allowances according to degree of the contribution to work. We continue to support employees’ further endeavors while commending individuals’ efforts and attitudes toward voluntary learning.

Educational policy

1. We will strengthen and promote connections between training programs and job responsibility standards set according to employees’ positions.
2. In position-specific training, we will promote cultivation and revitalization of the organizational climate through training curricula that incorporate the knowledge, skills, and business mindset required to meet job responsibility standards for specific positions..
3. With the objective of leveraging the effects of training in on-site practical work, we will strive to deeply instill the knowledge, skills, and business mindset learned in training by putting these into practice in work.
4. We will support career autonomy and independence through proactive learning grounded in a career ownership mindset.
5. To enhance the Group’s consolidated management structure, we will support skill development for the employees of Group companies.

The (non-consolidated) Company’s human resources development structure

We have the following human resource development programs.

Status of participation in the (non-consolidated) Company’s education and training

Enhancement of employee engagement

Once a year, our Company conducts an engagement survey for all employees. (eNPS* improved by 2.8 points from the previous fiscal year in FY2023.) The survey measures employees’ awareness of the future potential and degree of social contribution of their business, job satisfaction, degree of satisfaction with evaluations, the securing of growth and career opportunities, and more. We also conduct regular stress check-ups and psychological safety questionnaires to check employees’ physical and mental health. We work to enhance personnel measures based on the survey findings. Through the implementation of town hall meetings (policy briefings) that bring officers and employees together and CEO’s luncheon meetings at which the CEO and employees engage in direct dialogue, we are striving to instill our Purpose and our management policies while fostering a sense of unity as a company.

* Employee Net Promoter Score: An indicator that shows employees’ attachment to and degree of trust in the workplace and company

From work style reform to job satisfaction reform

Since FY2018, our Company has undertaken development of the working environment and the design of a structure that realize diverse ways of working and enhance the ease of work. Specifically, in addition to the implement of remote working and staggered-hours commuting, we have promoted the development of a comfortable working environment through means such as the implement of a hot-desking system system and the designation of multi-purpose floors as places for employees to meet, communicate, and refresh themselves. In the area of child-rearing support, we are working to enhance measures to support child-rearing employees. These include five-day paid leave and other childcare leaves, and extension of the applicable period for work while performing childcare (shortened working hours).

Since FY2022, we have also deepened our efforts toward job satisfaction reform to enhance employees’ motivation and engagement. We are introducing a new extension to retirement age, an in-house multiple job program*, and an optional three-days-off workweek program. In this way, we are undertaking the creation of an environment in which employees will want to continue working at the Company, achieve their own desires and manner of everyday work with a sense of happiness shared with their families, and feel satisfaction in work while demonstrating individuality.

* A system that promotes autonomous career building and growth through applicants engaging in work in multiple departments in the
Company

■Main measures for work style and job satisfaction reform

Main measures for work style and job satisfaction reform

■ Work style- and job satisfaction-related indicators for the (non-consolidated) Company

Our Company undertakes varied initiatives based on the following diversity policy.

Diversity Policy

We respect human rights, individuality and diversity and do not discriminate in any way.

1. We will not discriminate in employment and will provide equal opportunity.
2. We respect the diversity, personality, and individuality of our employees and eliminate discrimination and harassment.
3. We will establish a personnel treatment system that allows diverse human resources to fully demonstrate their individual abilities.

■ Diversity-related indicators for the (non-consolidated) Company

To harmonize employees’ personal and professional lives, our Company has established programs for childcare leave, work while performing childcare, nursing care leave, and work while performing nursing care.

■ Indicators related to childcare leave for the (non-consolidated) Company

Our Company supports employees’ wishes for diverse ways of working, through means including limits on location of work assignments, career transitions, childcare support, and maintaining the use of maiden names. We are striving to improve the environment and programs to help women develop their careers and play active roles through all life-stage events.
For employees who are candidates for managerial positions, we conduct training for them to learn basic knowledge necessary for the management of organizational operations. As a component of ideal work styles, we respect the wishes of every employee and are working to create more a fulfilling work-life balance and offer wide-ranging support for career formation.
As the ratio of women in managerial positions, we have set a target of 10% by the fiscal year ending March 2028 and 15% in the long term.