WELLNESS

• Goals and Achievements
• Health and productivity management
• Diversity initiatives
• Creation of friendly working environment
• Human Resource Management
• DX (Digital Transformation) promotion

The Group believes that human resources are the source of value creation and that it is important to create a working environment that allows employees to be physically, mentally, and socially healthy and work lively with peace of mind to improve sustainable corporate value. Accordingly, the Group promotes initiatives to enhance human capital, including ensuring the employees’ growth, health, and safety, promoting diversity and creating a friendly working environment.

Goals and Achievements

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

In accordance with the “Act on Promotion of Women’s Participation and Advancement in the Workplace” (Act No. 64 of 2015), the Group has set targets for the ratio of women in management positions and the acquisition rate of annual paid leave for the Company and its consolidated subsidiaries. The results for FY3/25 are as shown in the table below.

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Health and productivity management

Basic policy of health and productivity management

The Group aims to become “A Social Impact Developer” that offers solutions to various social issues through its business activities. To continue to be a company that is needed by customers and society, we believe it is essential for all employees undertaking these activities to be mentally and physically healthy and work lively. “Hoosiers Group Action Guidelines” stipulate that “the Group will comply with labor-related laws and regulations and maintain safe and sound working environment,” and therefore, we strive to build a working environment to secure employees’ mental and physical health and safety by, for example, ensuring health and safety management and preventing overwork, long working hours, and occupational accidents.

Specific initiatives

(1) Enhancement of health management

The Group enhances employees' health management based on the concept that employees' health is the key to corporate growth.
Specifically, we

• require employees to undergo thorough medical examinations or health checkups and also recommend detailed examinations to those who have been deemed to be "in need of further testing;" and
• encourage employees to take paid leave as an initiative to promote their mental and physical health.

(2) Prevention of employees' mental disorder

The Group focuses not only on employees' physical health but also on their mental health and works to create an environment where they can work lively.
Specifically, we

• conduct a stress check for all employees, regardless of the size of the workplace; and
• conduct a “Pulse Survey” on a monthly basis to gather information on workplace relationships, work motivation, and physical condition, and arrange interviews with HR Division or an occupational physician as needed. Summarize the items with low scores and report and confirm the result at the Hoosiers Group's Board of Directors meeting.

(3) Risk management and legal compliance on working hours

The Group strives to reduce overtime by establishing a system to manage and improve working hours.
Specifically, we

• cooperate with an occupational physician and prepare “self-assessment questionnaires” and arrange “interviews with an occupational physician” for employees who have worked in excess of certain hours in a month;
• set a time to shut down PCs as part of the measures to prevent overwork; and
• gather information on the actual situation of the Article 36 Agreement on overtime work and conduct investigation on the compliance status at each group company, and report and confirm the results at the Hoosiers Group's Board of Directors meeting.

Health and productivity management promotion system

The Group aims to realize health and productivity management by appointing Representative Director of Hoosiers Holdings as a chief executive in charge of General Affairs Division management and HR Division as the promoting organization in cooperation with each business division and group company and external cooperating organizations.

Diversity initiatives

Basic concept

The Group believes that we can achieve sustainable growth of the Company by creating a working environment where employees can fully demonstrate their capabilities regardless of their gender, work experience, nationality, etc. and an organization where each and every employee accepts diverse values. “Hoosiers Group Action Guidelines” define our stance on respect for basic human rights and prohibition of discrimination and harassment, and we promote respect for human rights and diversity as well as creation of a sound working environment to ensure equal employment and opportunities for proactive participation for all employees.

Promoting proactive participation of female employees

The Group considers it important to take advantage of female employees’ opinions in creating new products and services. Since its foundation, therefore, it has focused on creating a climate and culture that promote proactive participation of female employees by introducing flexible work-style according to their life stage.

Example of our efforts

• Work-style
  • Dissemination of the FF employee system^*
  • Encouraging employees to take maternity leave and childcare leave
• Manufacturing
  • Compact condominium for female （Duo Veel series）

To further promote diversity, we will continue to promote recruitment and development of female employees to become next candidates for management positions. For the ratio of women in management positions, please refer to “Targets and Achievements.”

* Free location & Flexible time (FF) system is a salary system based on performance, not time, applicable to employees who are in a life stage where it is difficult to work full-time due to child rearing or nursing care.

Support of child rearing and nursing care

The Group has a personnel system to ensure that employees do not need to give up working due to such life events as childbirth, child rearing, or nursing care. In addition, we use our internal portal site to disseminate and raise awareness of the system to create a working environment where the system is easily accessible to employees.

Creation of friendly working environment

Basic concept

In order to keep providing new values to society through our business activities, we believe it is important to create an environment where all employees can fully demonstrate their abilities. Accordingly, we aim to create a company enabling active participation of all employees by implementing a welfare program to increase employees’ motivation to work and creating a working environment which allows employees to demonstrate their abilities to the fullest.

Organization revitalization questionnaire

The Group conducts an organization revitalization questionnaire of employees annually. Its objectives are to get feedback from employees’ voices on their work and working environment and use them in management with an aim to maximize personal and organizational performance. “The level of organizational revitalization” is rated on a scale of 100 points with 38 questions under eight themes to measure the Company’s performance in terms of, for example, the strategic nature and progressiveness of the organization and comfortableness of the working environment.

Benefits package

Aiming at creating a fair and satisfying working place, the Group provides a wide range of benefits package including support of child rearing and nursing care and the employee stock ownership plan.

Name	Summary
Maternity leave	6 weeks before childbirth (14 weeks for multiple pregnancy) and 8 weeks after childbirth
paternity and parental leave	Up to 4 weeks within 8 weeks after childbirth, either all at once or in two separate periods
Childcare leave	Until the child becomes 1 year of age, in principle, and extendable until the child becomes 2 years of age at a maximum
Leave for child nursing and other childcare-related reasons	Available until the child completes the third grade of elementary school (5 days per year for one child, 10 days per year for two or more). May also be used for class closure and entrance/graduation ceremonies.
Family nursing care leave	Up to 93 days in total per family member who needs care
Measures to secure employees’ health	Appointment of full-time industrial physician
Re-employment of elderly persons	Retirement at the age of 60, with an option to renew the contract every year
Retirement benefit plan	Payment of retirement benefit under the defined contribution pension plan
Corporate health insurance society	High-cost medical care benefits, one-off childbirth and child rearing allowance, injury and sickness allowance, and complete medical checkup, etc.
Property accumulation	Corporate-type defined contribution pension plan, Hoosiers employee stock ownership plan
Life support-related	FF employee system, GLTD insurance, and insurance for three major diseases
Other benefits	Incentive program on acquiring qualifications, rent subsidy for new graduates, home purchase subsidy, recreation facilities, etc.

* Free location & Flexible time (FF) system is a salary system based on performance, not time, applicable to employees who are in a life stage where it is difficult to work full-time due to child rearing or nursing care.

Human Resource Management

Basic concept

The Group believes developing employees’ skills and promoting talent development to cultivate diverse perspectives and sense of values are crucial in pursuing “dream life” and increasing mid- to long-term corporate value. Accordingly, as part of our career development support, we provide trainings by job level and theme based on the stage of individual employees as well as a qualification acquisition support system aimed at improving skills.

Human resource development

The Group provides trainings by job level and theme based on the human resource development policy. With the OJT as a linchpin, we set challenges and growth goals for each employee through one-on-one interviews and evaluate and give feedback on their growth and areas for improvement as they make efforts toward growth. We also provide Off-JT (training programs) to promote a wide range of skill development systematically.

Points of the human resource development policy

• Theme: Develop human resources who willingly take on new challenges
• Desirable attitude/skills: Humble attitude toward constant self-improvement, universal problem-solving skills

Off-JT (training programs)

Career development

The Group supports each employee’s career development by respecting individual aspirations and is committed to building systems that enable everyone to fully realize their potential.

Career development questionnaire

We conduct an annual survey in which employees are asked to share their ideal future career path. By exploring both short-term career development and mid- to long-term career design, we support employees in pursuing their envisioned career paths.

Fair evaluation and compensation

The Group operates a fair evaluation and compensation system by enhancing communication through a system which gives HR division and superiors opportunities to listen to employees’ opinions.

Target management system

The Group has introduced the target management system to encourage employees to work on their own toward their targets with the management and their supervisors. Employees set their targets by themselves with advice from their superiors every six months and receive bonus according to their achievements. We also review their skills and actions which are the basis of salary raise and promotion annually.

One-on-One meetings

We recognize that regular communication is essential for fair evaluation.
We encourage regular one-on-one meetings between employees and their supervisors based on the personnel evaluation guidebook.
During these meetings, employees set individual challenges and growth goals, and supervisors provide feedback and evaluate progress and areas for improvement throughout the process.

Cultivation of climate that encourages challenges

The Group has various award systems to create a climate that encourages employees to create values through innovation, enhance group coordination and increase personal and organizational motivation.

Name	Frequency	Summary
Monthly Award	Monthly	Award is given to a person who has achieved excellent performance during the month.
Top Of Hoosiers Award	Annually	Award is given to a person who has achieved the most excellent performance throughout the year.
Hoosiers Award	Annually	The award is given to a person who has achieved excellent performance throughout the year, with separate categories for players and managers.
Yearly Award	Annually	The award is given to a person who has achieved good performance throughout the year.
New Face Award	Annually	Eligible employees are selected from three categories: first-year new graduates, second- and third-year new graduates, and first- and second-year mid-career hires.
Hundred Award	Annually	The award is given according to accumulated performance in sales, operation, and administrative sections.
Hoosier Design Award	Annually	Award is given to a property with excellent design, plan, and concept. *Outside specialists are invited for the examination.
Long Service Award	Annually	Award is given to honor employees who have been with the Company for 10, 20 and 30 years.

DX (Digital Transformation) promotion

Basic concept