Act on Promotion of Women's Participation and Advancement in the Workplace

In order to further improve our corporate value and competitiveness, we have positioned the promotion of diversity as one of our important measures, and have formulated the following general employer action plan in accordance with the Act on Promotion of Women's Participation and Advancement in the Workplace.

1. Planning period

April 1, 2026 - March 31, 2031

2. Our challenges

Challenge 1: The proportion of women among new hires remains low, making it a challenge to continuously secure female talent.

Issue 2: While there are instances of male employees taking childcare leave, the utilization rate varies from year to year. Psychological and operational burdens remain for managers and the workplace, making the establishment of a workplace culture where employees can take leave with confidence a challenge.

3. Goals, initiatives, and implementation period

Goal 1

We will increase the percentage of women among our hires to over 20%.

Details of the initiative

From April 2026 By actively participating in events for new graduates, we will communicate to female students about our company's employee-friendly environment (such as flexible working hours) and initiatives to promote women's advancement, thereby increasing their motivation to apply.
From April 2026 We will continue to introduce active female employees on our company website and in our company brochures.

Goal 2

To increase the rate of male full-time employees taking childcare leave to over 50%.

Details of the initiative

From April 2026 To create an Environment that makes it easier for male employees to take paternity leave, we will inform employees about examples of employees taking leave and the details of the system, and promote understanding within the workplace, including among managers.
From April 2026 All managers should be encouraged to encourage their subordinates to take childcare leave.

Disclosure of information regarding women's participation in the workforce

1. Gender wage gap

classification	ratio	Target period
full-time employee	81.0%	2024/4/1 ～ 2025/3/31
Part-time employees / Fixed-term employees	58.6%
All workers	67.0%

*Target period: Fiscal year 2024 (April 1, 2024 - March 31, 2025)
*Wages include base salary, overtime pay, all allowances, and bonuses, but exclude retirement benefits.
*For fixed-term employees, the number of personnel is calculated based on the standard working hours (7 hours 50 minutes) of regular employees (full-time employees).
<Regular Employees> The wage gap between men and women is mainly attributed to the low ratio of female managers (1.5%) and the low percentage of female employees in positions of supervisor or equivalent (11.2%). The low percentage of female employees (10.1%) is also an indirect contributing factor. Going forward, we will focus on developing suitable candidates and promoting women to management positions.
<Part-time and fixed-term employees> It is believed that wage disparities arise because there are many re-employed retirees whose wages are relatively higher than those of women, and also due to differences in employment type.

2. Ratio of female managers

classification	ratio	Target period
―	1.5%	2025/3/31

3. Achievements in providing opportunities related to the professional lives of female workers.

Percentage of female workers among newly hired employees (by ward)

classification	ratio	Target period
full-time employee	11.6%	2024/4/1 ～ 2025/3/31
Part-time employees / Fixed-term employees	63.6%
All workers	22.2%

4. Achievements in developing an employment Environment that facilitates the balance between work and family life.

Parental leave utilization rates and average duration by gender (by ward)

male

classification	Percentage, average acquisition period	Target period
full-time employee	38.4%, 44.3 days	2024/4/1 ～ 2025/3/31
Part-time employees / Fixed-term employees	0.0%
All workers	0.0%

woman

classification	Percentage, average acquisition period	Target period
full-time employee	66.6%, 47.5 days	2024/4/1 ～ 2025/3/31
Part-time employees / Fixed-term employees	0.0%
All workers	0.0%