We have formulated the following action plan in order to create a workplace environment where employees can balance work and family life and everyone can fully demonstrate their individual abilities, as well as to promote the creation of a workplace where women can build careers and play an even more active role.

1. Plan period

Two years from April 1, 2025 to March 31, 2027

2. Contents

Target 1

Increase the percentage of women in management positions to 20% through creating an environment that empowers women to thrive and build a career (Promotion of women's advancement)

[Measures]

• ・From April 2025: Continue community activities (CREADY) made up of female employees from across the Group
• ・From April 2025: Implement a program for fostering female management candidates
• ・From April 2025: Establish a pipeline of female managers

Target 2

Expand measures to promote and support diversifying work styles that enable employees to achieve a balance between work and family life (promotion of women's advancement and support for the cultivation of the next generation)

[Numerical targets]

• ・Childcare leave or paternity leave at birth (postpartum leave for fathers) rate among men 80% or more
• ・Childcare leave acquisition rate among women 100%

[Measures]

• ・From April 2025: Create and publicize a handbook on support systems for balancing work with raising children or caring for family members, and promote work-life balance
• ・From April 2025: Identify needs related to raising children or caring for family members through labor-management consultations, and promote awareness activities
• ・From September 2025: Provide interview opportunities for employees who are pregnant or raising children, employees who are likely to face childcare issues, and employees with family members who require nursing care, and promote the use of support systems for

Target 3

Work to increase the percentage of people taking paid leave and reduce working hours in order to enhance the work-life balance of employees (Promotion of women's advancement and support for the cultivation of the next generation)

[Numerical targets]

• ・Limit the average monthly overtime hours per employee to less than 30 hours.
• ・Increase the paid leave acquisition rate of all employees to 80%.

[Measures]

• ・From April 2025: Continue to set recommended days for leave use, use the company intranet to promote awareness and promote leave taking, and monitor the use of leave
• ・From April 2025: Reinforce the monitoring of working hours and enforce appropriate working hour management through the attendance system
• ・From April 2025: Provide attendance management manuals to department heads and reinforce the management system