Human Capital Strategy

People are the foundation of the Group’s business and trust with all stakeholders nurtured through integrity and effort is great asset of the Group. We are working to create a comfortable workplace and work environment where diverse human capital can maximize their abilities by employing diverse human capital and developing education and training systems and human resource management systems. We have identified “diversity and revitalization of human capital” our materiality, and have set goals and aspirations and action items to achieve them.

① Goals and Aspirations

Continuous growth for every person through the experience of “thinking, acting, and carrying through for oneself".
People with diverse backbones and values respecting each other, bouncing ideas off each other, and creating new value.
All people working and succeeding together with reassurance and vitality.

② Action Items

Encouraging people’s power to go through and creativity
Safety and security of workplace environment
Respect for human rights
Promotion of diversity and equal opportunity
Creating employee-friendly working environment

Policy and Action Framework

① Human Capital Development Policy

Develop human capital that think for themselves and carry through, and create new value
Develop human capital capable of adapting to change

② Improvement of Office Environment Policy

Develop an environment, in terms of both hard and soft elements, that nurtures human capital and enables them to maximize their abilities

③ Action Framework

Keyword	Carrying through	Creativity	Diversity	Safety and Security
Details of Measures	Improve problem-solving skills Enhance coaching	Expand and reinforce basic and specialist training(Multidimensional evaluation training and reskilling promotion) Interact with different fields and industries Diversify skillsets	Diversify recruitment Promote self-actualization measures Establish human resource management systems adapted to diverse work styles	Ongoing promotion of health management Promote intrinsic safety (Reduction of disaster risk) Enhancement of facilities (diversity, seismic resistance, digital, renewable energy) Enhancement of compliance/harassment training

④ Content of Efforts and Targets

1. Carrying Through

In addition to the existing position-based education system, the Company will work to develop human capital with the aim of strengthening the ability to set issues to be solved and realize them toward its future goals and aspirations.

“Carrying Through ”-Related Targets

Target	FY2022 Actual	FY2023 Actual
Attending the problem solving skills development program^※	ー	18.8％
10% increase in the number of persons certified under the national trade skill test	9.2％	9.0％

No data available for FY2022 as this program commenced in FY2023.

This is the rate of training participation for the 399 employees in career track as of the end of the fiscal year under review.

2. Creativity

The Company has been operating PKSD (Presskogyo Self-Development), a skill development program based on self-development, for some time.
It consists mainly of correspondence courses for specialized knowledge, management skills, and the like according to the position, but we will further enhance this program by increasing the number of courses (147 courses as of March 31, 2024) and improve convenience by adopting e-learning in order to encourage acquisition of new knowledge and self-directed learning.

“Creativity”-Related Targets

Target	FY2022 Actual	FY2023 Actual
PKSD participation rate of at least 30%	8.1%	13.2%
Rate of skillset diversification plans implemented^※	ー	99%

No data available for FY2022 as the calculation commenced in FY2023.

3. Diversity

The Company respects each individual’s standpoint and views, regardless of his/her nationality, gender or belief, and complies with the Labor Standards Act and other relevant laws and regulations. The Company has been striving to create an employee-friendly workplace environment where employees with diverse backgrounds can utilize their abilities to the maximum extent, regardless of their nationality, gender or whether they are hired as new graduates or mid-career employees.
In addition, we have a self-reporting system through which employees report once a year on their mid- to long-term career plans and skill development efforts.

“Diversity”-Related Targets

Target	FY2022 Actual	FY2023 Actual
At least 20% of career-track and clerical hires to be female^※	21.3％^※	21.0％^※
At least 2.3% employment rate of persons with disabilities(Achievement of statutory employment rate)	2.6%	2.6%

The chart shows the average actual hiring rate for the five-year period.

4. Safety and Security

Based on the basic principle that health and safety takes precedence over all else, we are promoting industrial injury prevention and the creation of safe and secure workplace.

“Safety and Security”-Related Targets

Target	FY2022 Actual	FY2023 Actual
The frequency rate of lost work time accidents of 0^※1	1.50	0.21
Health & Productivity Management Outstanding Organization total score (at least 50.0)^※２	49.1%	-
Average paid leave usage of at least 12 days	14.2days	15.0days

※1.From FY2023, the frequency rate of Lost work time accidents is changed (the actual rate for FY2022 includes accidents without lost work time)

※2.There are no achievements for the FY2023 as we returned the 2024 Certified Health & Productivity Management Outstanding Organizations recognition.