Our people are our greatest asset. The continued professional development of our current workforce and the strategic acquisition of new talent are the primary drivers of our corporate value and growth. Guided by our core principles of Courage, Creativity, and Diligence, we have established a robust organizational framework centered on our Human Resource Development Policy and Internal Environment Improvement Policy. These policies, which encapsulate the visionary philosophy of our founder and Chairman, Osamu Tsuji, ensure we cultivate an environment where our management philosophy is realized through practice. Furthermore, we are committed to enhancing diversity by increasing the representation of women in technical roles, supported by a formal action plan and specific numerical targets under the Act on Promotion of Women's Participation and Advancement in the Workplace.

Human Capital Development Policy

  1. Work should be fundamentally engaging and fulfilling. We are committed to fostering a corporate culture where dedicated effort and professional enjoyment coexist to drive exceptional results, making every day both rewarding and inspiring.
  2. Commitment to Continuous Learning. We encourage a mindset of lifelong learning and self-improvement to enhance personal and professional value. It is particularly vital for our younger professionals to establish a rigorous habit of skill development early in their careers.
  3. We are committed to evolving into an organization where employees can remain active until age 70 by acquiring cutting-edge skills through reskilling. We consider it our corporate mission to provide the necessary retraining to ensure our senior workforce can continue making significant contributions to society.
  4. We are committed to cultivating a global workforce by increasing the recruitment of international talent and expanding overseas opportunities for our early-career professionals.
  5. We will continue to evolve our hierarchical training programs—including the Director, Manager, and Growth Academies—to cultivate leaders capable of strategic management through a multifaceted global perspective.
  6. We are committed to continuous organizational renewal by actively integrating diverse talent. Strategic personnel rotations are designed to broaden our expertise and cultivate multi-layered capabilities, fostering the discovery of new potential. Furthermore, we are dedicated to establishing an inclusive environment that empowers female professionals to excel in leadership and management roles.

Work Environment Improvement Policy

  1. We remain committed to full legal compliance and the continuous improvement of our workplace environment, ensuring equitable evaluation and treatment for all employees.
  2. We are committed to maintaining a safe and supportive workplace environment where every employee can achieve their full professional potential.
  3. We will establish leave systems for childcare and nursing care, and implement flexible working arrangements to support employees' needs upon their return to work.

Action Plan and Numerical Targets for Promoting the Advancement of Women

Rationale for Plan Development

In Japan, the representation of women in STEM fields remains limited. Currently, women account for 14.1% of our total workforce (27 out of 191 employees), a figure reflective of our high concentration of technical roles. However, supported by government initiatives, an increasing number of universities and colleges of technology are setting ambitious goals to expand female enrollment in STEM disciplines. We anticipate a steady rise in the population of female STEM students in the coming years. By intensifying our recruitment of female STEM talent, we aim to provide an environment where they can excel, thereby enhancing our corporate value and contributing to a society where women can thrive professionally.

Planning Period

August 1, 2022 – July 31, 2027

Target

We aim to increase the proportion of female employees to at least 30% of all new hires.

Initiatives and Implementation Schedule

  1. We will promote the contributions of our female engineers through our website and other media channels.
  2. To expand the pipeline of female STEM applicants in our campus recruitment efforts, we will implement a multi-faceted engagement strategy targeting female students within university science and engineering departments as well as colleges of technology.
  3. Ensure that women comprise at least half of all participants in our internship programs.
  4. Conduct comprehensive interviews with female employees to identify workplace challenges and implement strategic improvements that foster an environment where women can thrive professionally.

Furthermore, women accounted for 26.7% of all new hires during the 46th fiscal period (August 2024 to July 2025). We have also implemented the following initiatives to achieve our objectives.

  1. We are actively promoting our commitment to increasing female recruitment during our corporate briefing sessions.
  2. We conduct internships in administrative and technical fields that closely reflect actual work experience. The participation rate for women was 38.3% (18 out of 47 participants).
  3. Issued a harassment awareness notice to all employees.
  4. Conducted harassment training for management, led by an external legal expert.
  5. Established a dedicated harassment consultation desk specifically for female employees.