Human Capital

Five-year period from April 1, 2021 to March 31, 2026.

Target1

Raise awareness of childcare in workplaces, the status of childcare leave taken during the plan period is as follows

State of acquisition of childcare leave:
At least one acquiring the leave among male employees entitled to it Maintain the state in which all the women entitled to it acquire it and return to work

Action

From fiscal year 2023

• Createasituationwhere employees do not hesitate to take childcare leave
• We will regularly disseminate information about various systems related to childbirth and childcare through the intranet, etc.
• Prepare internal documents regarding childbirth and childcare and distribute them to both male and female employees.

Target2

Create an environment for diverse and flexible workstyles ( by encouraging workstyles that offer flexibility in terms of location, such as working from home and teleworking)

Action

From fiscal year 2023

• Institutionalize working from home and teleworking and create an environment where they can be smoothly implemented

Target3

Let children experience the fun of science and chemistry.

Action

From fiscal year 2023

• Promote understanding of science and chemistry by exhibiting at events for elementary, junior high, and high school students
• Cooperate in school education for elementary schoolchildren, such as visiting lessons

Five-year period from April 1, 2021 to March 31, 2026.

1. The ratio of female employees is low.
2. There are few female applicants, and the ratio of the number of employees hired is unbalanced.
3. The ratio of female managers is low.

Target1

During the plan period, maintain the ratio of women among new graduate hires to 30% or more (cumulative).

Action

From fiscal year 2023

• Disclose the ratio of employees taking childcare leave and othe r figures and feature some actively working female e mployees on recruitment media to positively advertise our company as a women-friendly workplace.
• Create and improve workplaces and necessary environments for women's career participation.
• Provide female employees with career education.

Target2

Maintain overtime working hours for all employees within an average of 10 hours per month.

Action

From fiscal year 2023

• Implement a no-overtime day to raise awareness against overtime working.

Recruitment (as of March 31, 2025)

Percentage of female workers among workers

19.6％

Number of new graduate hires in the past three years

Number of people hired in 2022: 6 men, 1 woman
Number of people hired in 2023: 5 men, 3 women
Number of people hired in 2024: 7 men, 4 women

Mid-career recruitment ratio of regular employees

FY2022 61.1%
FY2023 61.9%
FY2024 56.0%

Continued employment/work style reform

Average years of continuous employment

20.8 years for men, 10.2 years for women, average 18.8 years (as of March 31, 2025)

Average age

48.3 years old for men, 38.2 years old for women, average 46.4 years old (as of March 31, 2025)

Monthly average overtime work hours

9.1 hours (2024 results)

Average annual paid leave acquisition rate and average number of days taken

66.5%, 12.7 days (2024 results)

Number of people eligible for childcare leave

4 men, 2 women

Number of participants

4 men, 2 women

Take rate

100% for men*, 100% for women *Includes childcare leave

• All figures are based on FY2024 results.

Evaluation/Promotion (as of March 31, 2025)

Percentage of female workers among those at section manager level

24.1％

Percentage of female workers in managerial positions

1.0％

Percentage of women among executives

10.0％

Re-challenge (diverse career courses)

Mid-career recruitment results by gender

2022

10 men: 1 woman

2023

11 men: 2 women

2024

7 men: 7 women

Situation regarding the development and improvement of vocational skills

Existence and content of training

Yes: New employee training, new executive training (chief, section manager, section manager), safety training, etc.

Existence and content of self-development support

Yes: Correspondence education system