Human Capital Initiatives

Long-term Vision
Becoming a brighter and more attractive company with the help of enamel

In pursuit of our long-term vision of "becoming a brighter and more attractive company with the help of enamel," our corporate group launched a new personnel system starting from FY2024.This system is designed to fairly evaluate each employee’s challenges and achievements, thereby fostering a mutually beneficial relationship in which both the company and its employees grow together.Through this new personnel system, we aim to enhance employee engagement, empower individuals to act proactively in their own unique ways, and contribute to the organization. Ultimately, we strive to build a high-productivity environment and a culture of innovation.

Employee engagement 75.0%
Percentage of female managers 7.8% （As of April 1, 2025）
Percentage of mid-career hire managers 13.4%
Percentage of female recent graduate hires 43.3%
Employment rate of persons with disabilities 2.76%
Training hours per person 21hours
Childcare leave utilization rate by men 83.0%
Paid vacation utilization rate 73.3%

*FY2024

Strategy
Policy on human resource development which includes ensuring diversity of human resources

Ensure diversity As we venture into new business fields and pursue robust expansion overseas, it is essential that we ensure diversity. We believe that fostering an environment where diverse talent can gather and excel will drive innovation. We are continuously setting and promoting various indicators to ensure diversity, such as appointing and nurturing female managers, hiring mid-career managers, and promoting the employment of people with disabilities. Additionally, we provide training on harassment and unconscious bias to managers who oversee diverse teams, creating an organization and environment that fully leverages diversity.
Strengthen human resources development In our new personnel system, we have defined three core characteristics—“Challenging Talent,” “Development/Growth Talent,” and “Self-Driven Talent”—as our company-wide ideal for talent, in order to realize our corporate philosophy. Based on these principles, we are restructuring our talent development framework to align our business strategy with our human resources strategy.Specifically, we are strengthening the development of managers who will play key roles in building our organization, expanding voluntary training programs, and sending employees to external training programs that promote cross-industry exchange. At the same time, we are promoting self-directed career development by expanding internal recruitment opportunities.In addition, we are advancing reskilling initiatives, including the development of DX talent to lead our digital transformation strategy and the enhancement of digital skills among all employees.

Policy on improvement of the in-house environment

Create worker-friendly environments Our new personnel system will introduce a specialist career path and options for selecting work locations, creating a framework that accommodates diverse values and lifestyles.As part of our efforts to encourage male participation in childcare, we have implemented paternity leave training not only for employees expecting children but also for managerial staff who lead teams. By fostering greater understanding of employees with childcare responsibilities, 83.0% of male employees took paternity leave during the current consolidated fiscal year.To support employees’ contributions to society, we have also introduced a volunteer leave system. Furthermore, beginning in fiscal year 2025, we will implement a short-time work system for employees with family caregiving responsibilities, enabling them to continue working with peace of mind.We remain committed to creating a work environment where every employee can thrive.

Indicators and Targets

Our corporate group uses the following indicators for our policy on human resource development which includes ensuring diversity of human resources and our policy on improvement of the in-house environment, as described above. The targets and results for these indicators are as follows.

Category	Indicator	Target (FY2026)	Results (FY2024)
Ensure diversity	Employee engagement	77.0％	75.0％
	Percentage of female managers *	10.0％	6.3％
	Percentage of mid-career hire managers	15.0％	13.4％
	Percentage of female recent graduate hires	50.0％	43.3％
	Employment rate of persons with disabilities	2.8％	2.76％
Strengthen human resources development	Training hours per person	25 hours	21 hours
Create worker-friendly environments	Childcare leave utilization rate by men	100.0％	83.0％
Create worker-friendly environments	Paid vacation utilization rate	75.0％	73.3％

*Actual as of April 1, 2025 : 7.8%.